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Unit 22 Practical Issues in Human Resources Management
This unit 22 practical issues in human resources management assignment has been prepared over Practical issues in the world of Human Resource Management so as to develop an understanding of the issues faced in human resource management. Human resource management is one of the crucial aspects of an organisation which contributes towards the enhancement of the performance of the organisation. This report covers various aspects related to the management of human resource of an organisation which helps in developing an understanding of these aspects so as to enhance the knowledge of an individual. It discusses the difference between human resource management and personnel management and the role or function of human resource management in attaining the objectives or purpose of the organisation. There are various roles and responsibilities of line managers in managing human resource and evaluation of these roles and responsibilities have been done in this program. Analysis has been made of the impact of the legal and regulatory framework on management of human resource and the reasons behind human resource planning in an organisation. There are various stages involved in the planning process of human resource requirements and these stages have been discussed, a comparison has been made between the recruitment and selection process of different organisations and the effectiveness of this recruitment and selection process have been explained. A link has been established between the motivational theories and rewards; evaluation has been done of the process of job evaluation and various factors which determine pay and the effectiveness of the reward systems adopted by an organisation. For the attainment of the objectives of the organisation there is a need to monitor the performance of the human resource management certain methods need to be adopted. It also discusses the reasons of cessation of employment with an organisation, the exit procedure adopted by an organisation and the impact of the legal and regulatory framework on the arrangements of employment cessation.
For better understanding of the various aspects of the sections discussed in this section, a company of United Kingdom has been selected named as “Sainsbury” second largest supermarket of United Kingdom. It was founded by John James Sainsbury in 1869 in Holborn, London, UK. It offers variety of products with high quality to its customers so as to enhance their satisfaction level.
Personnel management and human resource management are two different aspects which enhances the performance of an organisation. The differences between personnel management and human resource management are as follows:
Human resource management is an important aspect which helps an organisation in different manners. Human resource management manages the human resource of an organisation in an effective manner as well as manages the various aspects related to human resource so as to attain the objectives of the organisation. Human resource management is providing support to Sainsbury in different ways. There are various functions which are performed by human resource management. These functions include recruitment and selection, management of performance, training and development and motivating human resource so as to direct them in a common direction for the attainment of the goals or targets of the organisation. The manner or way in which these functions of human resource management help Sainsbury in achieving its purpose is discussed below:
All these functions help Sainsbury in the execution of the functions in a better manner so as to attain the objectives of the organisation in a better manner.
There are various responsibilities of a line manager of an organisation. A line manager in Sainsbury performs executes various responsibilities so as to conduct the activities of the organisation and to achieve the objectives and goals of the organisation. For the execution of the responsibilities of a line manager, an individual need to be responsible, honest and knowledgeable. Line managers of Sainsbury guides, encourages and motivates other employees so as to get the tasks performed by them in an effective manner. Line managers listen to the problems or issues faced by the employees so as to solve these issues and problems. Line managers of Sainsbury ensure that the ethical code of conduct is maintained so as to manage the activities of the organisation within the legal framework. The responsibilities of the Line manager of Sainsbury are discussed below:
There are various laws, rules and regulations framed by the government of United Kingdom so as to ensure that the human resource is managed in an effective manner and fair treatment is provided to the human resource. These laws or legal and regulatory framework are discussed below with their impacts over the human resource management.
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For the purpose of understanding the different aspects of this section, two companies have been selected named as “Sainsbury” and “Wates” of United Kingdom.
Human resource planning is an important aspect which helps in effectively utilising the human resource for the attainment of the objectives of the organisation. Human resource planning is an effective tool which helps an organisation to ensure that right quantity of human resource possessed with the required skills and knowledge are performing the activities of the organisation in the right time. The reasons for human resource planning are discussed below:
For the purpose of planning human resource requirements there is a need to adopt process which includes various stages. These stages are discussed as follows:
Different organisations have different recruitment and selection process so as to appoint or hire the required employees or human resource for the purpose of execution of the activities of the business. Recruitment and selection process of an organisation creates an impact over the quality of the human resource of the organisation. For the better understanding of the recruitment and selection process, comparison has been made between the process adopted or followed by Sainsbury and Wates. Sainsbury is using internal as well as external sources for the purpose of recruitment and selection. For the purpose of filling the higher posts it is using internal sources as the internal sources or human resource of the organisation have knowledge of the manner in which tasks or activities are performed in the organisation. It is conducting using advertisement or promotion activities at its stores for the purpose of hiring of employees. It is conducting face to face interview and a written test so as to identify the knowledge and skills of the candidate for the management of the stores and for analysing the manner it uses for dealing the customers and their issues. After this stage it provides training to the candidate so as to develop it for the job and after the successful completion of the training, the candidate is appointed (Russell & Brannan, 2016). Wates is a construction company which is using external sources for the purpose of recruitment of human resource. It has delegated this task to the third party so as to save the time and efforts involved in recruitment and selection process. After the candidates are shortlisted by the outsourcing company it conducts a skills and knowledge test and interview for analysing the potential of the candidate and suitability of the candidate for the post.
The method or process adopted or followed by Sainsbury is effective as it provides the internal sources of the organisation a change to develop their skills and knowledge for better career opportunities and to avail the better future prospects. This has helped Sainsbury to deal with the issues and problems in a better manner as the internal sources are well aware of the way in which these issues or problems are handled or dealt. It provides better opportunities to its internal sources which help in reducing the employee turnover rates of the organisation as well as saves the time, cost and efforts for providing training to a new human resource. It is conducting tests and interviews for the recruitment from external sources which has helped in maintaining a person touch and analysing the suitability of the individual with the posts it has to fill. This process of recruitment and selection has helped Sainsbury to deal with the issues in a better manner and to develop the personnel for the attainment of the objectives of the organisation. On the contrary, the method or process used by Wates for recruitment and selection of the human resource is less effective as it is using outsourcing facility for the purpose of appointment of the human resource for the organisation. As the company has the better knowledge the skills and knowledge it is looking for in the candidate so as to match up with the requirement of the job or posts. It is also lacking in creating a personal touch with the human resource which bounds the organisation from acquiring the knowledge of recruitment and selection process (Baum & Kabst, 2014).
For the better understanding of the different aspects discussed in this section of the program an organisation has been selected named as “Virgin Media” which has been created or formed from the merger of NTL, Telecast and Richard Branson’s Virgin Media. It is a part of Liberty Global plc which is the largest international cable company of the world.
Motivation and reward both are related to each other. Motivation can be understood as a method used for the purpose of encouraging, boasting the morale and supporting employees for the purpose of attainment of the objectives of the organisation. It is used for influencing the behaviour of a person for performing an activity in a better manner. Reward can be seen as a part of Motivation as motivation includes monetary benefits and non-monetary benefits as well . Virgin Media is using two theories of motivation which were given by Abraham Maslow and Herzberg. The theory given by Abraham Maslow was named as Maslow’s hierarchy of needs. This theory explains that there is various need of a person, when one need of a person is satisfied it moves towards the attainment or fulfilment of the other needs. And according to the Herzberg’s two-factor theory of motivation, there are various aspects or factors which creates satisfaction and dissatisfaction in an individual. For the purpose of motivating a person, those aspects or factors which create satisfaction need to be improved and the factors which create dissatisfaction need to be eliminated so as to motivate the employees for enhancing their performance.
These theories have helped Virgin media in motivating its employees by providing monetary and non-monetary benefits to the employees. Monetary benefits include rewards, incentives, bonus and increments. Non-monetary benefits include promotion, appreciation, recognition, working conditions, environment at the workplace, support of other employees and managers and acknowledgement (Sell & Cleal, 2011).
Job evaluation can be understood as the method in which the pay of a person is decided. Pay can be explained as the payment or compensation given to an individual for the purpose of execution of the tasks or activities of a business. The pay of a person or the payment to an employee is made on the basis of the evaluation of its performance. All the information related to the job position or role is analysed so as to set the standards for the job evaluation for the post. Virgin Media is using a performance based job evaluation technique for the purpose of evaluation of the job of an employee. There are various factors which help in determining the method of job evaluation. These factors include size of the organisation, skills or experience, pattern of pay in the industry, profitability of the organisation and performance of the employee. All these factors form a base for determining the pay for a job at Virgin Media (Wright, 2011). Virgin Media is using fair methods for job evaluation so as to evaluate the pay of the employees in a better manner which helps in satisfying the needs of the employees and meeting their expectations. This helps in reducing the employee turnover ratio and generating trust and loyalty among the human resource of the organisation. This has helped in the better execution of the activities of the organisation by the human resource of the organisation and managing an effective and satisfied human resource.
Reward act as an attraction or a pool which drags the talent towards the organisation and well as helps in retaining the talent and motivating the employees or human resource of the organisation. Virgin Media is using rewarding system so as to motivate the employees at different stages. Virgin Media is using the two types or forms of rewards for boasting or motivating or encouraging or inspiring the human resource. These forms are intrinsic rewards and extrinsic rewards. Intrinsic rewards can be understood as the form of rewards which is intangible and non-financial incentives given to the human resource of encouraging them. Intrinsic rewards include appreciation, acknowledgement, recognition and feedbacks. Extrinsic rewards can be understood as the form of reward which are tangible and financial incentives given to employees for enhancing the performance. Extrinsic rewards include increment, bonus, gifts, and hike in salary, commission and target bonuses. Both these forms of rewards are used by Virgin Media which has helped the organisation in maintaining a satisfied workforce for the execution of the activities of the organisation in an effective manner (Srivastava & Srivastava, 2011).
For the purpose of maintaining the performance of the employees every organisation need to monitor the performance of the employees. This monitoring will help in evaluation of the performance of the employees. Virgin Media evaluates the performance of the employees by using different methods so as to analyse the performance and the deviations of the actual performance from the desired performance. These measures for monitoring the performance of the employees which are used by Virgin Media includes check over the quality of the performance, self evaluation, matching of actual performance with the desired performances, conducting customer surveys with the help of questionnaires and interviews and attentiveness of the human resource. Check over the quality of the performance helps in meeting the desired quality which was estimated by the organisation. Self evaluation has helped the organisation by fixing the responsibility of one’s performance on themselves so as to make them self dependent and capable to manage their performance well. It is also matching the actual performance of the employees with the past performances or with the set standard so as to analyse or evaluate the deviations from the desired outcome. Conducting the customer surveys has helped the organisation in analysing the effectiveness of the organisation in satisfying its customers and the performance of the employees as well as of the organisation. And the attentiveness of the employees helps in the evaluation of the seriousness of the employees for its work or job (Nandan, 2010).
For the purpose of cessation of the employment, there are various reasons. These reasons include failure in complying with the commitments, lack of completion of the duties, involvement in unethical practices, disclosure of confidential information of the organisation and breaking rules of the organisation. For the termination two ways are used. These ways are voluntary and non-voluntary termination of the employment. An employee can leave the job due to various reasons. These reasons includes for better opportunities, unfair treatment in the organisation or lack of interest in the job. In voluntary termination the breach of the contract of employment is according to the wish of the employee. In non-voluntary termination of employment, the employer breaks the contract of employment due to the above discussed reasons. In the given scenario, Faisal was terminated from the job by The Chicken Master due to his involvement in the unethical practices and not fulfilling the responsibilities assigned to him. It was mentioned in the handbook of the organisation that employees cannot use the equipments of the company for their personal use. He has violated the rules and regulations of the company and misused the power and authority assigned to him. So the contention of Faisal is wrong (Carruthers, et. al., 2014).
Employment exit procedure used by The Chicken Master and Sainsbury are framed after considering the rules and regulations. The Chicken Master and Sainsbury are using an employment exit procedure in which not against the laws of United Kingdom. Employee can vacate the job in two ways. One is Voluntary and another one is non-voluntary. In the first case the employee need to give a notice for leaving the organisation to the company so as to make the organisation aware of its decision. Then after providing a notice to the company in a written form it is asked to attend a exit interview in which company and its officials makes efforts for convincing the employee for not leaving the company and about the reasons for such decision. After this exit interview if the employee still wishes to leave the job it need to save the notice period as per its contract of employment. And in the second case, company issues a notice against the employee for the dismissal and the employee is given a chance to present its views in front of the officials of the company so as to safeguard itself from such action. In not presenting a reliable proof, company issues a notice to vacate the job (Suzan J W Robroek, et. al., 2015).
In the given scenario the contention of Faisal was wrong. But in case his contention was right, then it has various rights against the company. The government of every country has framed various rules and regulations for safeguarding the employees from the unethical practices adopted by the organisations. If the cessation was before the expiry of the contract of employment then Faisal has a right to file a case against The Chicken Master for breaking the contract of employment which is against the rules and acts framed by the government of United Kingdom. If the cessation is after the expiry of the contract of employment then the organisation is not liable. If the contention of Faisal was right then it has the right to sue The Chicken Master for breaking the contract of employment and the company need to pay a fine or to face the imprisonment or both (Hill, et. al., 2011).
In this program various aspects related to human resource management have been discussed. This report has helped in enhancing the knowledge of the various aspects of human resource management. This report has generated an understanding of the differences between personnel management and human resource management and of the functions of human resource management which helps in enhancing the performance of the organisation. It also discussed the link between motivation and reward and the two theories of motivation provided by Maslow and Herzberg. This program also discussed the methods used by organisation for the purpose of monitoring the performance of the employees which helps in the evaluation of the job. It also discussed various aspects related to cessation of employment.
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This unit 22 practical issues in human resources management assignment has been prepared over Practical issues in the world of Human Resource Management so as to develop an understanding of the issues faced in human resource management, We are posting free Locus units solutions so scholars can explore the our Assignment Help in Uk and get review the quality of our work.