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In this Unit 3 Human Resource Management Functions Assignment we will talk about the human resource management and personnel management with the suitable examples. We will talk about how human resource management’s functions contribute to organizational goals and objectives. Additionally, line managers and what are their responsibility in human resource management is needed to be discuss and how legal and regulatory framework affects the smooth working of the organisation. We will also talk about human resource planning; reasons and stages involved in this. In human resource management how companies recruit and select the people, also we will talk about the effectiveness in the organisation. Other than this the effect of motivational theories and rewards and job evaluation process also need to be described with the context of organisation. Lastly we will talk about the cessation, reasons behind cessation and exit procedure and impact of legal framework in cessation for the better understanding of the report.
Humanresource management (HRM) can be termed as the application and direction and regulations in the organisation. In European Metal Recycling(EMR) which, is providing the services of management of wastes in Europe by maximizing the recycling process and reuse the human resource management is, the sequence of combined decisions that create the relationship among the employees, their standards which are contributing to achieve the organization’s goals and objectives(Kramar, et, al., 2013).Whereas the personnel management, generally the functions of keeping the records of the organisation which are related to the day to day operationsin the Harrods in retail clothing of men, women, children as well as infants and jewellery and electronics as well and so on.
The difference between the HRM and personnel management can be described below-
The HRM functions includes-
In planning it describes that how much and what type of employees European Metal Recycling needs to achieve the goals of the organisation. Staffing is important to perform the activities in European Metal Recycling; employeedevelopment includes training and development programs of the employees inthis; proper knowledge and skills are provided so that the job can be performed efficiently. Last but not the least, in employee management relations;performance appraisal, compensations, benefits and rewards are given to the employees so that employees can get motivated and will be able to achieve the tasks effectively and efficiently.So by this discussion we can say that HRM functions helps to achieve the organisational goals(Ramona & Anca, 2013).
Line managers are the managers who are responsible for the day to day activity of the European Metal Recycling. Roles and responsibilities of the line mangers at the European Metal Recycling are described below-
So the above discussed roles and responsibilities are performed by the line mangers at the European Metal Recycling (García-Cabrera, et. al., 2011).
From the beginning of the competitive era, legal and regulatory framework is governing the organisations.Entire practices, principles and activities of European Metal Recycling are governed under the legal and regulatory framework and affects HRM functioning.These acts are described below-
Human resource planning is identifying the requirements of the human resource in the organisation.Human resource planning (HRP) is the endless process in the organisation.Planning is very essential part for the organisation whether it is related to human resource or any other aspect of the organisation(Samolejová, et. al., 2015).Reasons behind human resource planning can be-
Human resource planning is the organized analysis of requirement of the human resource in the future so that suitable or deserved employee can be hired at the right time with certain skills. Stages in human resource planning are described below-
Recruitment and selection is the essential part of the each organisation and process of recruitment may different from one organization to another organisation. The process of the recruitment and selection at the European Metal Recycling is described below-
In first step of recruitment process applications are generated by the organisation (Stoilkovska, et, al., 2015). Applications can be uploaded at the site of the organisation and sometimes the advertisements are also placed in the newspapers and magazines by the European Metal Recycling. The advertisement must be attracting so that a pool of applicants can be generated. In screening step capable applicants are taken for next level. In screening only those applicants will pass who will be above 18 years in European Metal Recycling. Sometimes phone interview is also taken of the applicants. After the telephonic interview the candidates are called for the face to face interview. In that face to face interview the depth knowledge of the applicant is acknowledged. Then the training and development part takes into place (Salas, et. al., 2012). In that step the training and development programs are provided to the employees with the purpose of growth and development. European Metal Recycling organisation also conducts the apprenticeship programs to prepare the future managers. In this training and assessment program the employees have to show their affirmative attitude towards the job and organization’s goals and objectives. In United Kingdom only they have around 2500 employees at the 70 plants.
On the other hand at the Best way is providing services in banking, wholesale, cement, real estate and pharmacy. In this organisation for the banking sector firstly the applicants are invited for the job with the certain qualification. After that, profile is checked of the candidates and for the higher level post of the employees the interviews are taken at the head office of the Best way. Then employees are shortlisted by the Best way and selection process is on the probationary basis. For the higher level post they generally prefer the experienced candidates. Interview is taken by the HR manager then after clearing the interview. Then, training and development program provided to the candidates. Training is basically focused on to increase the aptitude and skills required for the banking job. “On the job” training is also provided to the employees to increase the ability of the employees. Training period time is basically depends on the work profile of the candidates at the Best way. Customer care relation and communication related is also given to the employees.
If we talk about the effectiveness of the recruitment and selection process of the European Metal Recycling and Best wayorganisation, the European Metal Recycling organisation’s process is far much better. The entire selection process of the European Metal Recycling provides equal and development opportunities to its employees. The best fit and qualified employees are selected by the European Metal Recycling. Whereas in the Best way organisation there is internal selection process is done, sometimes which can support the discrimination in the selection process also. European Metal Recycling also concerned about the effectiveness and efficiency of the candidates. As in the selection process of the Best way we find that they are providing specific training regarding the aptitude, math and other skills so that the employees can perform better at the organisation but at the European Metal Recycling training is provided to the employees for the overall development and growth. That will be beneficial for the organisation as well as for the candidate. In European Metal Recycling organisation banking interview is taken then the depth knowledge is confirmed by the HR manager. That ensures the skills and knowledge of the candidate. In European Metal Recycling organisation the special apprenticeship are conducted for the two year then the next level is advance level of assessment is provided for one year is provided to the candidates. In this training program or scheme the specific knowledge regarding the job as well as the growth perspective training is provided. Information related training is also provided for the entire growth of the organisation. So by the above discussed points we can conclude that not only selection and development program of the European Metal Recycling is effective and impressive but training and development and assessment schemes of the European Metal Recycling is also best to make the employees performance better in the organisation.
Virgin media is providing the TV channels packages, mobile and phones packages as well as broad band connections and packages. Virgin media came into form after the partnership virgin media business and London Public Services Network. There is a link between the motivational theories as well as reward system at the virgin media. There are so many motivational theories named as Abraham Maslow’s need hierarchy and Hertzberg’s motivational theories and many more (Heckhausen, et. al., 2010).
In the Maslow’s need hierarchy firstly the physiological needs that include food, cloth and shelter if fulfilled then the next level of needs generated that is safety at the job. At the virgin media the reward system is adopted to motivate the employees or to achieve the organisation goal effectively. In Virgin media; Atlantic flight club is provided to the employees and they can spend such points wherever they want to spend. Other than this in Maslow’s need hierarch, as the safety needs fulfilled for that pension plan schemes are there in the organisation (Maslow's Hierarchy of Needs2011). Other than this, medical plan are also provided. Then social belonging and involvement of an individual with the team generated that includes rewards like club joining at the organisation. Then next level self-esteem and self-actualization needs are generated. At the virgin all kinds of reward are provided to employees so that their needs can be fulfilled and they can be motivated to achieve the objectives of the organisation. Other than these in the virgin media rewards systems are provided to the employees in form of child care plans and conveyance facility too so that employees can work to achieve the organizational goals and objectives (Srivastava, & Srivastava, 2011).
Job evaluation is mainly concerned with the valuation of different jobs at the organisation. In the process of job evaluation we talk about job description and specification. In job evaluation job rating and classification is done by categorizing the jobs according to pay scales (Sørensen, & Holman, 2014).
In the organisation, it can be seen that there is close relationship between paying factors and job evaluation. Payment structure can vary from one organisation to another organisation. The main aim of the job evaluation in the virgin media organisation is to maintain steadiness at the external and internal working environment. Virgin media adopted both quantitative and non-quantitativemethods. On quantitative methods include raking method in that jobs are ranked then classified in a particular group. Same wages are provided to particular group. Another method is grading method in that employees are paid on the basis of skills and knowledge. Quantitative method includes point rating method, in this point or weights are given to the jobs on the basis of skills, knowledge and responsibilities (Sørensen, & Holman, 2014). After that jobs which come under same points are paid same wages and salary. Other method is factor comparison method in this is fusion of ranking and point method. This method is generally used to analyse the top level managers and specialists or professionals.
In each organisation reward system play a vital role for retain the talent in the organisation and reward system also play an important role in encouraging the employees. Reward system in the virgin media is very crucial to attract and retention of employee. Generally two types of rewards are provided to the employees these can be termed as the intrinsic and extrinsic rewards (Chen, et. al., 2011).Intrinsic rewards are intangible in nature. Whereas extrinsic rewards are tangible in nature and given to employees to motivate them. Intrinsic rewards can be in terms of commitment to the objectives and making sure that employees are moving towards growth and development. Extrinsic rewards are considered more significant in organisation but for day to day motivation intrinsic rewards play a vital role in virgin media (Pritchard, 2014).
Virgin media use certain methods to monitor the performance of the employees. These methods are named as feedback and observation of employees. Feedback is given by the top management to the employees after their performance. Feedback in the organisation is considered as the basis of improvement and growth of the employee. Feedbacks are given to the employees in three ways i.e. these can be positive, negative and constructive. In virgin media positive feedback is given to the employees when employees perform well enough at job and constructive feedback is given when there is need of more improvement in the work or it is also given for the growth of the employee. Observation is also done by the top management at the virgin media because observation is termed as the performance management tool in the organisation. Observation points of the employees in the virgin media are conveyed to employees during feedback session.
In the given scenario bob johns hired the Faisal for the chicken master because he was experienced with 15 years in restaurant management. But when bob come around after six months to visit the restaurant; the front floor was not neat and clean and food was not processed properly that was hampering the goodwill of the organisation. Other than this, Faisal was found watching pornography during the work time frequently and also advising her daughter in her homework. Other than that he was also found drafting his own restaurant at the personal computer of the office instead of that it was mentioned in employee’s handbook that office equipment cannot be used for personal purpose. So for the poor performance of the Faisal and violating the rules of the organisation Bob fired him.
Termination which took place at the chicken master was involuntary. Involuntary termination is the termination where employer himself show the out way to the employee whereas in voluntary termination the employee himself or herself leave the job. Retirement of the employee relation termed as the voluntary termination. In that scenario at the Chicken Master the employer Bob terminates the employee for a certain reasons (Tuan, et. al., 2010). At the chicken’s master a certain procedure was followed to terminate the Faisal.Before firing the Faisal the Bob owner of the chicken master himself trained him to work and prior notice was also given to the Faisal. But it did not affect the performance of the Faisal. So with the certain reasons Bob fired him, these reason are poor performance and violation of rules and regulations at the work. The cessation letter sent to the employee’s home with stating reasons of termination. Other adjustments like salary, incentives and other benefits have done by the chicken master within a certain period of time. By that we can conclude that labour rights are also followed by the chicken master. The exit procedure of chicken master was very clear and systematic.
As we see that different countries have their certain rules and regulations regarding the legal and regulatory framework for the employee cessation. Following the legal and regulatory framework at the organisation is very crucial. When we talk about the termination at the Chicken Master it was done under the rules and regulation. Framework of legal and regulatory framework shaped law’s related concepts. For the termination of an employee the organisation have to deliver a notice to employee (Tuan, et. al., 2010). If employer does not give notice to the employee inthat case other general provisions areapplied. Employer must prove to be of justifiable on the grounds. In this scenario if Faisal proved to be right than the legal actions can be taken against the Chicken Master’s owner and the organisation have to give compensation to the employee. In the organisation all employees have equal rights and they cannot be discriminated on the basis of certain points like gender and race etc. In case of proven wrong; Bob have to hire Faisal again and activities at the organisation may have to change.
In the above Unit 3 Human Resource Management Functions Assignment the difference between the human resource management and personnel management is described with the suitable examples. In that we talked about that how human resource management is important for the organisation. Roles and responsibility of the line managers are also discussed in that report. In that report we also talked about the legal and regulatory framework that has a vast impact on the organisation. Other than this job evaluation process and intrinsic as well as extrinsic reward system adopted by a particular organisation is also described. Additionally, cessation of employee and exit procedure under legal and regulatory framework is also depicted very well for the better understanding. Lastly, the impact of the regulatory framework on termination policy is described.
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Unit 3 Human Resource Management Functions Assignment we will talk about the human resource management and personnel management with the suitable examples, Locus Assignment Help in UK posting units solutions so scholars can explore assignment help and get review the quality of our work.