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Human Resource Management in the Organization

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Introduction

In this writing the author will discuss about the different HR functions that need to be operate an organization successfully. The author will also show different recruitment methods, selection process and the on-board introduction. The manager’s role of the employee’s development, improvement and training needs are also be shown in this writing. The manager’s role of good working relation by ensuring the flexible working environment Overall the organization’s ethics and social responsibility will also be discussed.

1. Overview of the organization Lloyad’s Bank

In Birmingham 1765, it was established. This is a retail and business bank of England and Wales. There are numerous branches those are surpassed national limit of UK. Presently CEO of this bank is António Horta Osório (2011-introduce). The last benefit sheet portrays that they win about £16.6 billion (Lloydsbankinggroup, 2018). The parent association is Lloyds Banking Group. They have numerous brands these are Lloyds Bank, Bank of Scotland, Halifax, Scottish dowagers, Black Horse, LDC et cetera. They are exceptionally successful for UK in managing an account locales so they can work their business in UK smoothly. They have 121000 representatives where 75000 workers are frequently works here. Human Resource Management is imperative piece of this association. The association can be created just HRM that is demonstrated at once.

2. Explain the purpose and function of HRM within workforce planning and resourcing the organization

Human Resource Management is the term that is used for staffing within a process planning, selecting, recruiting, training, motivating, leading and coordinating.

There are main functions and activities of HRM are described below:

Figure 1: HRM function and activities

Source: Guest, 2012

Here the two types of functions that are shown in this figure 1 these are Managerial functions and Operational functions. In the managerial functions there can be included the activities these are:

Planning: HRM plans about employees and their facilities where they are needed, how they will work why they will work in the organization that is operated in this planning process.

Organizing: After planning the manager of the organization organises the required equipment to handle the employee (Guest, 2012).

Staffing: Then the manager collects and recruits the employees in the right place by following staffing process.

Directing and controlling: After staffing they need to direct in a right line so the manager gives the direction to the employees and controls them so that they cannot go wrong route.

Source: Guest, 2012

Now the operative functional activities that are needed for employees are described below:

Procurement and development: The employees must need training to do the work so that is development process for the organization.

Compensation and maintenance: The employee can lost something in the organization and these things must be fulfilled by compensation and they are maintained by the managers of the organization.

Motivate and integrate: The manager of the organization motivates the employees so that they can enthuse to do the jobs. The manager also gives the rewards so they must do the works appropriately.

Figure 3: Hard and Soft HRM mode

Source: DeshPande, 2014

Figure 3 indicates that the hard and soft HRM models where the soft HRM describes the employees as a resource. Here people issue must be included. Commitment must be included in this model. On the other hand the cooperation and the negotiation are the main part of this model. The right side of the figure indicates the hard HRM where the employee as a cost and this is market issue oriented. Here the employee cannot complain against any issues, the organization wants to control them and the rational issue must be included in the part (DeshPande, 2014).

Workforce Planning: Workforce planning includes the right people, right skills, right place, right time and right cost. All the things must be right then it can be a good workforce planning.

Figure 4: Workforce planning

Source: Feven et al, (2010)

The workforce planning must search these things that can be attached with the organization properly. For this reason they find the right people for the right place in right time within the right cost.

There are two types of labour market that are skilled internal and unskilled external. Skilled labour market is very potential so the skilled labour can affect the organizational activities. On the other hand the unskilled labour market is not important for the organization but emerging. They actually will be skilled when they will be given proper training about the jobs.

The recent trend of labour market is very complicated where slave labour market is going on. Actually the child labours are the main slave labour market that is illegal for the organization.

Figure 5: PESTLE Analysis

Source: (Guest, 2012)

This is the external analysis for the organization where the economical political, legal, technological, social and environmental are included. The organization can analyse these issues for the knowing the external environment of the organization.

The turnover is very simple issue for an organization where the employees can turn over another organization for lacking of benefits.

Stability: This term is used for employees’ activities where the employees must be stabled by the organization.

Retention: Employee retention is very important term for the organization where they must try to retain the employees giving more facilities (Guest, 2012).

3. Different approaches for recruitment and selection within the strength and weakness

There are two sources for employee recruitment that are external and internal. The external recruitment happens when the organization recruits the employees from giving the advertisement in Newspaper, institutes and others. On the other hand the internal recruitment happens when the employees are recruited from internal people promotion and other source.

In the recruitment (The selected candidates are joined in the organization) process there are some steps that are described below:

Job analysis: In the advertisement, the manager must include a job analysis where the actual activities and roles are included. All over the things are included in the job analysis.

Job Specification: The job specification specifies the individual roles and responsibilities that must be fulfilled by the person who are recruited for the job.

Person specification: It is some kind of personal details where the recruited person’s qualification and information are included into the person’s specification.

Competency framework: In this frame there must be included the HRM functions and activities where these activities create the competency between them.

Selection: The candidates for the jobs are called for interview and exam so this total process is selection. There are some methods and processes of the selection. These are described below:

MCQ exam: The manager of the organization takes this exam so that they can identify the IQ of the candidates (Feven et al, 2010).

Written test: The selected candidates from MCQ are allowed for this exam where the candidates give the description of the jobs.

Group discussion: Here the candidates have to cope up with others who are not introduced to them to know the understanding power of the employees.

Interview: This is very effective place for candidates where the employees give the exam about their attitude, outlook, commitment and others.

In this process the most emerging part of the selection process are group discussion and interview because these activities can identify the employees appropriately.

4. Explain the benefits of different HRM practice within the organization both employee and employer

Learning is the process where the employees observe the jobs and learn the jobs. The learning can forecast the development of the employees. The development comes from training. Actually the training can help tom learn and develop the employees.

There are many different between the development and training is described below:

Development means the excellence that comes from learning and learning. On the other hand the training is the process where learning, development and others are included. Actually after the training the employees are developed.

Figure 7: Training needs assessment

Source: (Taymaz, 2015)

The training needs include the Task analysis, Person analysis and organizational analysis. These issues help to the employees to know the jobs appropriately. They can analyse the task, person and the jobs that they have to do. The training gap means the skills and knowledge gap where the gap creates from the current knowledge and the required knowledge.

There are two types of training. These are on the job training and off the job training. These are described below:

On the job training: The on the job training means the employees are trained by working the jobs. Here the employees can get more information about the job and they can learn the work easily (Taymaz, 2015).

Off the job training: Seminar public speaking class and other processes is the main off the job training where the employee just gets the knowledge from the seminar

The on the job training is very effective for the employee because the employee can get the practical knowledge but it is very costly and risky. On the other hand, off the job training is not applicable for all activities. From this process the employee cannot get proper information about the works. It is very easy and less cost.

Reward management means the management of the employee rewards that is applied in the employee performance. There are two types of rewards that are extrinsic and intrinsic reward system.

Extrinsic rewards: This is a compliance based reward that includes the salary of the employees, bonus, perk benefits and commission. These factors can help to the employees and they are motivated from this.

Intrinsic rewards: This is a purposed based reward where the employee’s choice, competence, meaningfulness and progress are included. This comes from the employee activities and purposes.

Motivational theory can be linked with these two rewards like the extrinsic rewards indicate the motivation where the two factor theory of motivation is related with the rewards. Salary and bonus as well as other benefits are very effective for the organization (Taymaz, 2015).

Effectiveness of HRM practice

Flexibility organization indicates the organizations those are very smooth and flexible for doing any jobs in the organization. There are some kinds of flexibilities where numerical, structural and functional. These are described below:

Numerical flexibility: This flexibility indicates the quantity of labour that can meet with the fluctuations in demand that can be done by the organization.

Structural flexibility: This flexibility indicates the organization structure where the organization’s employees are very flexible in communication between top to lower level management.

Functional flexibility: The functional flexibility of the organization indicates the business functions that are more flexible for an organization or not.

Figure 9: Atkinson’s Flexible organization model

Source: (Atkinson, 1984)

Models of flexible organization:

 There are some models of flexible organization that is given by Atkinson’s in 1984. Here are some criteria that include outsourcing, self employment, self operation and the agency workers.

Flexible working option can help to the modern organization where the employee can work easily without any barriers between the employees and others. The modern organization can help to the management to operate the organization easily.

There are some benefits that can be got by the employee and employer. The employees of the organization get more effective benefits and facilities that which things help to the organization to develop. On the other hand the employer gets more specific benefit like they can get the promotion and salary increased.

Performance and reward

The organizations need to properly evaluate the employee’sperformance and would need to provide the effective reward for the performance in order to hold and retain the qualified employees. For this reason the organization use performance management and the performance management methods.

Performance management methods.

This performance management methods are used on the basis of the some assigned criteria. This methods depends on the specific criteria for the measurement of the employee performance.

Tradition methods

A. Ranking method: This ranking methods deals with the comparison between the employees of the overall organization. The lower employees are compared with the higher employees and the higher employees also compared with the lower employees and then select their rank.

B. Paired comparison: In the paired comparison the employee’s performance are compared with another fixed employee to whom the organization seem to get the pair for the performance.

C. Grading: In this system some categories of worth are established and then compare the performance with this worth. The worth are generally the satisfactory, highly satisfied, dissatisfied, highly dissatisfied and neutral (Rainbird et al, 2014).

Modern methods

A. Management by objectives: Management by objectives is a process whereby the superior and subordinate employees of the organization jointly identify its common goals and also identifies each and every employee’s responsibilities for this goals. The employees are use manager’s guidelines for achieving these goals. This MBO is the best performance appraisals methods of the present time.

B.360 degree appraisal: In this performance appraisal methods the performance’s information of the employee are collected from the peers, colleague, customers and clients and from the other sectors. Then the manager compare this data with the standard level and try to see the employees overall performance (Rainbird et al, 2014).

Figure: Performance Management Method

Source: (Rainbird et al, 2014)

Types of payment and reward system

Types of payment system: Types of payment system consists of the national payment system and the international payment system.

National payment system: The national payment system reduce the cost of transfer. A weak payment system may severely drag on the stability and developmental capacity of a national economy; its failures can result in inefficient use of financial resources, inequitable risk-sharing among agents, actual losses for participants, and loss of confidence in the financial system and in the very use of money (Bryson et al, 2015).

International payment system:The international paymentsystem works on the outside of the national border of the country. In the national payment system the transaction are occurs within the national boundary. But the international payment there is no need to maintain the boundary of the country.

Extrinsic rewards: This is a compliance based reward that includes the salary of the employees, bonus, perk benefits and commission. These factors can help to the employees and they are motivated from this.

Intrinsic rewards: This is a purposed based reward where the employee’s choice, competence, meaningfulness and progress are included. This comes from the employee activities and purposes.

5. Analysis the importance of the employee relation in respect influencing HRM decision making

Employee relation: The term employee relation refers to the management of the relation between the employees and the employer within an organization. The organizations are nowadays try to maintain good employee relation for the sake of the both organizational and the employee interest. There are some strategies that the organizations are taken to maintain the good employee relation within the organizations (Matlay, 2015).

Sharing of responsibilities: The best way to create and maintain the good employee relation in the organizations is to share the daily work activities and responsibilities with the employee

Working as a team: The manager needs to convince the employee towards the team work. When the employee gets motivated to work in a team the possibility of the good employee relations are also increased.

Effective communication: Another way is the effective communication within the organizations. If the managers are able to communicate properly for the assigned task the employees automatically get motivated and the relation among them would be stronger(Matlay, 2015).

6. Identify the key elements of employment legislation and the impact it has upon HRM decision making.

Employee relation and law

The purpose of the employment law: The employment law is introduced because of the safety and security for the employees during the working hours in the organizations. There are a lots of employment law regarding in this section for ensuring the relation between the employees and the employers. The most important few are given below.

Equality: The equality law is introduced for reducing the discrimination between the male and female employees. Sometimes it is noticed that the male employees get much more facilities than the female w\employees. This law ensures the equality between the male and female employees.

Data protection: This data protection law gives assurance about the personal date of the employees of an organization. Sometimes the employees are getting involved in the top management evaluation. In this case the employees give different rating. But under this law the organization give oath that their data will be kept in pure protection.

Health and safety: Safety is the first needs for the employees while working. Because in the time of working they think about their family, about their future. For this reason under this law the company arrange different pension fund package, different compensation package. The organizations also ensure initial work safety such as taking medial fees for the employees.

Dismissal:This law defines the specific reasons for which the employees get fired from the organizations. The organizations are not able to fire any employee without any proper cause, so when the organization take steps to fire the employees it needs to show the proper cause first.

Ethical and social responsibility:Only the law cannot ensure the proper employment safety and security. For this the ethical and social responsibility are needed. The organizations are the social factors. So it naturally has some responsibilities for the society and for the people of the society. So from this view point the employees who are working on the organization are also social being and the organization also has some responsibilities for them.

Trade union and the workplace representation

Sometimes potentials conflicts may arise between the employees and the employers. Then there is the need for someone else to negotiate the conflicts. So in this case there are the different trade union to negotiate this facts. Not the trade union negotiate the conflict but there are a lots of role the trade union play. The author shows the role in different context.

National:The role of the trade union in the national context is to play intermediary role. In the national issue the trade union negotiate with the organization for the employee’s salary, welfare and also play a role on behalf of the employees when dealing with the government (Wanous, 2012).

Collective agreement:In the collective agreement the trade union play a role on behalf of the employees. The union consists of the few members from the employees. The selective employees play a role in any agreement between the organization and between the governments.

Discipline:The trade union also play a role in the discipline of the organization. The union play overall role for the discipline that are the part of the employee’s responsibility. So on behalf of the employees the union play this role.

Work place representation:The term work place representation is consists of the union recognition and representation during the working time. The union plays a role for the employees. So on behalf of the employees the work representation would claim benefits packages that the employees are deprived of. The work representation also deals with the organization as well as the government.

Conclusion

In the organization the need for an effective HR manager cannot be expressed by the words. In this writing the author shows different HR role for successful conducting of an organization. From the initial stage of the organization till the vision, mission, goals and objectives the managers are working like the blood stream of a body. The author try to show different appraisal models that are used in an organization for rewarding the employees.

Reference:

  • Bryson, A., Forth, J. and Kirby, S., (2015). High‐involvement management practices, trade union representation and workplace performance in britain. Scottish Journal of Political Economy, 52(3), pp.451-491.
  • Deshpande, S.P. and Golhar, D.Y., (2014). HRM practices in large and small manufacturing firms: A comparative study. Journal of small business management, 32(2), p.49.
  • Feyen, R., Liu, Y., Chaffin, D., Jimmerson, G. and Joseph, B., (2010). Computer-aided ergonomics: a case study of incorporating ergonomics analyses into workplace design. Applied ergonomics, 31(3), pp.291-300.
  • Guest, D.E., (2012). Human resource management and performance: a review and research agenda. International journal of human resource management, 8(3), pp.263-276.
  • Harackiewicz, J.M., (2016). The effects of reward contingency and performance feedback on intrinsic motivation. Journal of personality and social psychology, 37(8), p.1352.
  • Matlay, H., (2015). Employee relations in small firms: A micro-business perspective. Employee relations, 21(3), pp.285-295.
  • McNeill, J., (2012). On boarding and induction. Keeping Good Companies, 64(11), p.687.
  • McNeill, J., (2012). On boarding and induction. Keeping Good Companies, 64(11), p.687.
  • Rainbird, H., Fuller, A. and Munro, A. eds., (2014). Workplace learning in context. London: Routledge.
  • Schön, D.A., (2017). Educating the reflective practitioner: Toward a new design for teaching and learning in the professions. Jossey-Bass.
  • Taymaz, E., (2015). Types of flexibility in a single-machine production system. THE INTERNATIONAL JOURNAL OF PRODUCTION RESEARCH, 27(11), pp.1891-1899.
  • Wanous, J.P., (2012). Organizational entry: Recruitment, selection, orientation, and socialization of newcomers. Prentice Hall.

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