Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Unit 21 Human Resource Management DHL
Unit 21 human resource management assignment DHL program has been executed over the problems or practical issues faced in human resource management. Human resource management is an important aspect for every business. There is a need to maintain human resource in an effective manner so as to gain an advantage over the others in this competitive world. Human resource management is concern with the management of the human resource so as to attain the objectives of an organisation in a successful manner. This report discusses various aspects related to human resource management. This report provides an understanding of the difference between personnel management and human resource management, how it helps an organisation in the attainment of its objectives and the impact of legal and regulatory framework over human resource management. It also discusses the analysis of the reasons for human resource planning, the stages which are involved in human resource requirements and evaluation of the effectiveness of the recruitment and selection techniques. Comparison has been made over the recruitment and selection process of two organisations. Motivational theory and the methods for monitoring the performance of the employees have been discussed. This report covers various aspects which affect the human resource management of an organisation (Human Resource Management, 2014).
This section of the program provides an understanding of the difference between personnel and human resource management and how it helps an organisation in attaining its objectives. The roles and responsibilities of a line manager in an organisation have been discussed. For a better understanding of these aspects a company of United Kingdom has been selected named as “DHL”. It is providing international express mail services mainly through air or sea mails. It was founded in 1969 and it is operating its business in various countries of the world. It’s headquarter is located in Bonn, Germany.
Human resource management
Personnel management is related with the work force and with relationship with the organisation or company.
It refers to the management which is related with the management of the human resource in an effective manner so as to generate the desired results.
Form of approach
Traditional approach as it is concerned with the management of people in an organisation
Modern approach as it is concerned with the management of people and the strength of the people in an organisation. DHL is using this technique so as to effectively utilise its human resource.
Its focus is on employee satisfaction.
In this functions are undertaken for the purpose of attainment of the objectives or goals. It has helped DHL by focusing over the goals of the organisation.
In this job design function is dependent on the division of labour.
In this job design function is dependent on group work or team work.
It is a routine function for an organisation.
It is a strategic function for an organisation.
Training and development opportunities
Less focus on training and development opportunities (Smit, 2012).
More focus is on the training and development opportunities. It has helped DHL in the development of the employees by providing training to them (Saini, 2013).
form of communication
Direct. It helps in better coordination and flow of information in DHL.
Decision making process
Decision making process in personnel management is slow.
Decision making process in human resource management is fast. It has enabled human resource management in attaining the objectives and goals.
Treatment for manpower
Treated as machine or tools.
Treated as asset of the organisation. DHL has used this aspect so as to generate trust among the employees.
Basis of pay
Pay in personnel management is based on job evaluation
Pay in human resource management is based on performance evaluation. This helps in enhancing the performance of the employees of DHL.
Role of management
The role of management is transactional
The role of management is transformational
Brakes group is using personnel management which has focused over the human resource and restricted the area of concern.
River Island is using human resource management so as to provide better management of the human resource of the organisation so as to effectively utilise the human resource of the organisation.
There are various ways in which human resource management functions help DHL in achieving its objectives. These are discusses below:
A line manager in DHL needs to perform various roles and responsibilities which help in providing a support to the human resource management functions.These are as follows:
There are various laws, rules and regulations framed by the government of United Kingdom for the purpose of providing safety to the employee at the workplace. DHL need to comply with these rules and regulations so as to ensure the safety of the employees as well as to avoid legal consequences. These legal and regulatory frameworks which create impact over the human resource management are as follows:
For the purpose of better understanding of the various aspects two companies have been used in this section named as “DHL” and Brakes group.
DHL is offering international express mail services to its customers. There are various functions which need to be performed. For this purpose there is a need of human resource planning. The reasons for human resource planning are as follows:
Human resource planning supports an organisation in various ways so as to improve the performance of organisation. There are five stage involved in planning human resource requirements. These are as follows:
For this section comparison has been made between DHL an international express mail service provider and Brakes group a distribution company which supplies food, drink and other products in UK.
Recruitment and Selection process of DHL and Brakes group: DHL is conducting its recruitment process in different ways so as to identify the effectiveness of the employees and to recruit effective employees. Firstly it prefers internal sources for the purpose of recruitment. After that this it considers external sources for recruitment and selection process. It invites the candidates and shortlist the candidates from the available candidates on the basis of the qualities required for the job. A written test is conducted so as to evaluate the understanding level of the candidates about the basis aspects of business. After this process selection is made from the available candidates and an interview is conducted for the final selection. All these activities are conducted by the human resource department of DHL. On the other hand, Brakes group offers this activity to the third party who conducts recruitment process on the behalf of Brakes group and final interview is conducted by the Brakes group so as to make sure that the employees are capable of performing the activities in an effective manner (FLOREA, 2013).
DHL and Braked group uses different processes for the purpose of recruitment and selection of the employees. It promotes the flow of fresh ideas in the organisation in the form of new employees.The recruitment and selection process adopted by DHL is effective as it helps in the selection of the employees as per the required skills and knowledge so as to maximise the effectiveness of the activities. On the other hand, the recruitment and selection process adopted by Brakes group reduces the effort and time involved in the process of recruitment and selection as it is outsourcing this process to the third party. The employees selected by the third party may or may not be effective or as per the requirement of the post. There is a need to focus over this aspect of the recruitment and selection process by Brakes group (Florea, et. al., 2014).
Motivation is a technique which helps in encouraging the employees for performing in a better manner. There are various needs of employees which need to be satisfied so as to motivate them. Motivation can be in monetary which includes increment in salary, bonus or reward or non-monetary form which includes promotion or appreciation. Various motivational theories have been given by different people. The most common theories are Maslow’s theory and Herzberg theory of motivationwhich are discussed below:
Maslow’s hierarchy of needs: this theory was developed by Abraham Maslow in 1943.In this theory Maslow has explained five stages of need on the basis of priority of a person. Maslow has explained that when one need of a person is satisfied then he moves towards the next need. These include belongingness, esteem, self-actualisation, physiological, safety, and self-supremacy (Bassett, 2016).
Herzberg’s Two-factor theory of Motivation: This theory was developed by Herzberg. In his theory he has discussed that there are two types of factors which affects an individual. These two types of factors are motivational factors which include psychological growth and satisfaction and hygiene factors which include dissatisfaction (Hyun,et. al., 2011).
Virgin Mediais using both forms of motivation for encouraging its employees. There is a direct link between motivational theory and reward. It is offering rewards, bonus and appraisal to its employees. Rewards may be provided in different forms which include increment in salary, bonus, insurance or appraisal.
Pay can be understood as the sum paid to the employees for the work they have performed for the purpose of completion of their duties. Job evaluation is done so as to identify the performance of the employees. On the basis of the job evaluation pay of the employees is determined. It forms a base for the evaluation of the pay structure of the jobs in Virgin Media and grading the jobs. For the purpose of job evaluation, performance of the employees is evaluated on the basis of its capability in meeting the targets decided by the organisation for the job and effectiveness in performing the activities and the quality of the performance. All these aspects are considered and evaluated so as to determine the pay of the employees of Virgin Media. Virgin Media evaluates the pay of its employees by evaluating its skills, knowledge;pay in market for the same job, size of the organisation, profit or revenue of the organisation and the performance of the employee (Vicente Pardo, 2014).
Reward system has been considered as an effective tool for the purpose of attracting and motivating employees in an organisation so as to enhance their performance and effectively execute the activities of the business. There are various needs of a person for which it performs numerous tasks. Motivation is an effective measure for enhancing the performance of the employees. There are various factors that affect the performance of an employee and motivation is the most important aspect or factor among those factors. Motivation encourages employees which results in attainment of the goals and objectives of the organisation. Rewards can be of two types. These two types of rewards include extrinsic rewards and intrinsic rewards. Intrinsic rewards can be understood as the rewards which focus on providing personal satisfaction to an individual for example: recognition, appreciation or feedbacks. Extrinsic rewards can be understood as the rewards which are given to an individual for their performance for example: increment or hike in the salary, bonus or promotion.
Virgin Media is using reward system so as to motivate the employees for performing in a better manner so as to enhance the performance of the employees as well as of the organisation. Reward system has helped Virgin Media by improving the customer satisfaction level customer and improving the changes of survival and growth of the organisation Semakula-Katende, et. al., 2013).
For the purpose of monitoring the performance of the employees Virgin media is using different methods so as to enhance the performance of the employees and of the organisation. Monitoring the performance helps in identification of the effectiveness of an employee. These methods of monitoring the performance of the employees used by Virgin Media are discussed below:
There are two ways in which an employment can be terminated. These are Voluntary and non-Voluntary termination. Voluntary termination refers to the termination in which employee’s leaves the job as per it wish. And non-voluntary termination can be understood as the termination the termination is done on the part of employer or employer ends the contract of employment with the employer. There can be various reasons due to which non- voluntary termination can take place. These includes adoption of unethical code of conduct, misuse of the power or authority, breaking the rules and regulations of the contract of employment, disclosing the confidential information of the company in front of others, harming to the image of the company, irresponsible behaviour of the employee towards its duties or responsibilities.
The main reason behind the termination of Faisal’s employment contract with The Chicken Master was the careless of Faisal in meeting his responsibilities and not performing well. It was against the rules and regulations of The Chicken Master to use the office equipments for personal use and Faisal was performing against the rules and regulations of the company and was following unethical code of conduct at the workplace. He misused the powers which were given to him which could have adversely affected the image of the company (Blackham, 2013).
The Chicken Master and DHL have adopted an exit procedure so as to terminate the contract of employment with the employee in a correct manner. They have laid a procedure according to which the employee who is vacating the job or post in the organisation needs to fill a form so as to give a notice to the company and a letter for serving the notice period which was discussed in the contract of the employment. After filling the form and submitting the letter it is the liability of the employee to serve its notice period. And this notice period is given to the employee so as to provide it a chance to reconsider its decision. If the probation period is not complete then the employee need to complete its probation period and a letter of experience will be given to the employee by the employer. The Chicken Master and DHL conduct a feedback survey from the employee who is leaving the job so as to identify that the decision is based on the judgement of the employee and it is not vacating the job due to any other reason (Vosko, et. al., 2014).
The government of United Kingdom has framed various rules, regulations and acts which are focused over the termination of the contract of employment. It is mentioned in the act that the contract gets expired after the expiry of the contract of employment. Or the employee or employer may terminate the contract of employment due to various reasons after giving a proper notice to each other. For the purpose of providing safety to the employees and employers government have framed various rules and regulations or acts which bounds both the parties to act in an unethical manner. Every organisation need to comply with these rules and regulations so as to execute within the legal framework and to avoid the legal consequences. There are various reasons due to which an employer can terminate the employee and end the contract of employment after providing a notice to the employee and stating the reason in the notice. According to the act an employee who has not completed one year of service can be terminated without giving any reason for the termination. But if the termination is due to unethical or unfair reasons then it is the right of an employee to sue a case against the company (Bach, et. al., 2013).
This section of the program provides an understanding of the key aspects discussed in the report so as to provide summary of the whole program. It has provided knowledge of the various aspect of human resource management. It has discussed the role of a line manager in motivating the employees for enhancing their performance and the roe of recruitment and selection process and effectiveness in the process of recruitment and selection. It also covers employment exit procedure adopted by the organisations, reasons of cessation of employment in the organisation and the impact of legal and regulatory framework on employment cessation arrangements.
"Human Resource Management: Volume 53", 2014, Human Resource Management, vol. 53, no. 6, pp. no-no.
Abdul Amid Aziz Jalloh, Habib, M.A. & Turay, B. 2016, "THE EFFECTS OF HUMAN RESOURCE PLANNING IN THE IMPLEMENTATION OF OPERATIONAL ACTIVITES IN LARGE SCALE ENTERPRISES", International Journal of Information, Business and Management, vol. 8, no. 1, pp. 252.
Amin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S. & Daverson Andrew Selemani, R. 2014, "The impact of human resource management practices on performance: Evidence from a Public University", The TQM Journal, vol. 26, no. 2, pp. 125-142.
Bach, S. & Bordogna, L. 2013, "Reframing public service employment relations: The impact of economic crisis and the new EU economic governance", European Journal of Industrial Relations, vol. 19, no. 4, pp. 279-294.
Bassett, L.A. 2016, "THE CONSTITUTIONALITY OF SOLITARY CONFINEMENT: INSIGHTS FROM MASLOW'S HIERARCHY OF NEEDS", Health matrix (Cleveland, Ohio : 1991), vol. 26, pp. 403.
Blackham, A. 2013, "Uncertain junctures between employment and contract law ", Cambridge Law Journal, vol. 72, no. 2, pp. 269.
Dauda, Y.A. & Akingbade, W.A. 2011, "TECHNOLOGICAL CHANGE AND EMPLOYEE PERFORMANCE IN SELECTED MANUFACTURING INDUSTRY IN LAGOS STATE OF NIGERIA", Australian Journal of Business and Management Research, vol. 1, no. 5, pp. 32-43.
Florea, N.V. & Mihai, D.C. 2014, "ANALYZING THE INFLUENCE OF IE FACTORS ON RECRUITMENT AND SELECTION PERFORMANCE USING KALMAN FILTER",Journal of Science and Arts, vol. 14, no. 4, pp. 299.
FLOREA, N.V. 2013, "COST/BENEFIT ANALYSIS – A TOOL TO IMPROVE RECRUITMENT, SELECTION AND EMPLOYMENT IN ORGANIZATIONS", Management & Marketing, , no. 2, pp. 274-290.
Guest, D.E. 2011, "Human resource management and performance: still searching for some answers", Human Resource Management Journal, vol. 21, no. 1, pp. 3-13.