Delivery in day(s): 5
With the verification of various aspects of organisation report is prepared in concentration with Human resource management of the organisation. This unit 3 human resource management assignment Morgan Hunt will include information regarding why human resource management is important for the organisation; different aspects of human resource management will be discussed in the report. Information related with recruitment and selection method of Morgan Hunt will be provided in this human resource management assignment Morgan Hunt and various methods of monitoring the employee performance will be discussed. With the help of this report Morgan Hunt will be able to make effective set of changes with the effect of which it would be able to ensure a happy internal environment of the organisation.
As an HR consultant in Morgan Hunt it is necessary for me to distinguish between the personal management and human resource management so as to show the importance of human resource management in the organisation. With the help of this difference Morgan Hunt will be able to gain effective set of knowledge regarding various aspects of human resource management:
Human Resource Management
Personnel management is a work forced centred approach in which the company have whole its focus upon the work of the people.
It is an integrated approach which helps in managing the people working in the organisation
Personnel management is a target focused approach in which company tales care that its targets could be achieved within the time frame.
Human resource management is an aspect in which people are viewed as the asset of the company and ensures that these assets could be managed properly.
Personnel Management is a reactive approach used by the organisation
Human resource management is a proactive approach
It has less power and status in the organisation
It has more power and status in the organisation
In personnel management control system is controlled by the external parties (Al Ariss, 2012).
In human resource management control system is managed itself by the authorities of organisation.
personnel management is found in the beurocratic, mechanised and in a centralised organisations
It is found in a developed and organic organisations
In this organisation relies less upon the employees
In this organisation relies more upon employees and have trust among them.
For personnel management specialists and professionals play a vital role.
In human resource management line manager plays a vital role.
There are various functions of human resource management that will help in managing the organisational purpose of Morgan Hunt they are:
Line manager is one of the most important links who ensures that the human resource management of the organisation could be managed in an effective manner. In Morgan Hunt there are several roles and responsibilities of a line manager which are to be focused upon with the effect of which human resource of it could be managed:
There are various legal and regulatory frameworks which have a great impact on the human resource management. It is necessary that Morgan Hunt should keep manage its human resource according to these legal and regulatory framework with the effect of which it would ensure its smooth functioning:
Employee Right Act 1996, suggest that it is necessary that organisation should treat all the employees equally there should be no discrimination among the people working in the organisation. Discrimination and harassment of the people should be avoided by the Morgan Hunt.
Equal Pay Act; suggest that the people working at a same position having same experience and same skills set should be provided same pay. Pay of men and women should not be different. Organisation should provide equal pay to the men and women working in the organisation at same position (Friedman, 2009.
According to Data Protection Act, it is necessary that the Morgan Hunt should maintain the privacy of the people applying for the job with it. It is necessary that all the information should kept confidential by the organisation and access to the organisation should only have with the authorised person.
Planning for human resource management is necessary for every organisation with the effect of which people working in the organisation would be managed and employee turnover could be reduced. Benefits that would be availed with the help of human resource planning to Morgan Hunt are:
Therefore, making a proper set of plans for human resource management would help Morgan Hunt to ensure that its work process could be managed and its employee could work effectively with the effect of which they could help the organisation in attaining its targeted objectives.
There are various stages that are involved in planning human resource requirements at Morgan Hunt with the effect of which organisation will be able to manage its requirements for human resource at workplace:
There are various reasons due to which cessation of employment takes place with Morgan Hunt these reasons are:
Breaching the policies and showing unethical behaviour cannot be tolerated by Morgan Hunt due to which it can terminate the employee without giving any prior notice as it is a responsibility of each and every employee to follow all the ethical practice. Following the ethical practices will help in maintaining the decorum of the organisation and will help the employees to perform better.
Morgan Hunt has a set procedure for employment exit following which an employee could exit from the organisation. Exit procedure of Morgan Hunt includes:
Legal rules and regulations have a great impact on employment cessation arrangements which affect the whole internal process of Morgan Hunt. It is necessary that Morgan Hunt should work under these legal and regulatory frameworks so as to ensure that its decorum could be managed in an effective manner:
Current recruitment and selection process followed by Morgan Hunt is before taking a face to face interview of the applicant Morgan Hunt prefers to take a telephonic interview of the applicant.
There are several questions that are covered in a telephonic interview they are:
After qualifying the telephonic round applicant is asked to complete the psychometric assessment and an aptitude test.
After clearing the test face to face interview is taken by the HR (Hunt, 2012).
On the other hand Aspire has a different method of selecting the applicants:
With the comparison of recruitment and selection process of Morgan Hunt and Aspire it could be analysed that both the organisations have a different process of selecting the candidates. It could be seen that Aspire really has a tough criteria which ensures that it hires the people who are skilled and could perform effectively in the organisation (Friedman, 2009). Morgan Hunt needs to make several changes in the hiring process so that it could ensure that skilled candidates could be hired at the workplace.
Morgan Hunt have an effective recruitment and selection process but then too several changes are required in the process to make it more qualitative and more refined. These changes will help in ensuring that the skilled candidates can be hired at the workplace:
Face Validity:Acceptability of the candidate among the applicants applied for the job is termed as face validity. For Example, employees working in the organisations present the reports for the performance of the company but person providing the report which could be measured according to the SMART objectives will get selected (Guest, 2011).
With the help of SMART technique authenticity of the ideas is measured:
Ideas provided should be specific,
Should be measurable,
Ideas provided should be attainable by the organisation and by the people working in the organisation,Should be relevant,
And a proper should be attained in a proper time set benefits of which could be enjoyed by the organisation (Sundar, 2013).
Motivating the employees is one of the most important aspects attached with every organisation. It is necessary that the organisation should focus upon various aspects which could help in motivating the employees with the effect of which employees could work more effectively and help the organisation in attaining its targeted goals. Motivation and rewards have a very common link as both the aspects are used by the organisation to ensure that performance of the employees could be enhanced.
According to Maslow’s theory of motivation, employees working in the organisation have several set of needs which are necessary to be fulfilled. After fulfilling every need employees gets motivated to fulfil another stage of need and works more hard to achieve its targeted goals. It is necessary that Morgan Hunt should provide rewards to the workers who work hard in the organisation as rewards will help in motivating them with the effect of which they will help the organisation to attain success in the market (Saini, 2013).
With the help of survey Morgan Hunt found that there are about 77% of the companies which are using the technique of providing rewards to the employees so as to motivate them. Therefore, providing rewards is one of a most important aspect for motivating the people working in the organisation (Powell, 2014).
Process of job evaluation is a very critical aspect attached with Morgan Hunt and it is necessary that Morgan Hunt should evaluate the job so as to make sure that workflow of the organisation could be processed in an effective manner. Job evaluation process includes analysis of the job in which two aspects are included job description and job specification, and then job evaluation program is set by the organisation, after job evaluation program wage survey is conducted in which wages of the employees are determined on the basis of their skills and positions in the organisation. Determining the wages of the employees is one of the most important aspects as it helps in ensuring that the employees working could get wages accordingly and they could remain satisfied with their job (Martin, 2010). After completing the survey employee classification is done on the basis of their performance with the effect of which they could be rewarded and motivated to perform better in the organisation.
There are several methods that are used by Morgan Hunt to monitor the performance of the employees. It is necessary that the organisation should monitor the performance of the employees as with the help of this organisation could ensure that it could resolve the issues faced by the employees while performing for the organisation. Various methods used by Morgan Hunt are:
A 360 degree method could be used by Morgan Hunt so as to assure that the performance of employees can be monitored. In this information regarding the behaviour of the employee is collected from his boss, colleagues, and peer members and from his subordinates working in Morgan Hunt.
With the help of various factors indulge in the report it could be concluded that Human resource management is one of the most aspect attached with the organisation. It is necessary that Morgan Hunt should work more upon human resource management so that the people working in the organisation could be managed in an effective manner. Morgan Hunt should prepare a proper recruitment and selection process with the effect of which it could hire skilled and effective candidates at the workplace. It should focus upon motivating the employees and should start a reward system with the effect of which it would be able to make the happy working environment and would be able to increase its performance in the market.
Al Ariss, A. 2012, "Human Resource Management",Academy of Management Learning & Education, vol. 11, no. 1, pp. 147-151.
Bing, J. (2009), Linking Research and Practice in Human Resources Development, Advances in Developing Human Resources, vol.11no.4, pp.417-419.
Figueiredo, E., Pais, L., Monteiro, S. & Mónico, L. 2016, "Human resource management impact on knowledge management", Journal of Service Theory and Practice, vol. 26, no. 4, pp. 497-528.
Friedman, B.A. 2009, "Human Resource Management Role Implications for Corporate Reputation", Corporate Reputation Review, vol. 12, no. 3, pp. 229-244.
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.
Hunt, S.D. 2012, "The evolution of resource-advantage theory", Journal of Historical Research in Marketing, vol. 4, no. 1, pp. 7-29.