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Transcript of HRM Dwarika Vik
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ASSIGNMENT
ON
HUMAN RESOURCE MANAGEMENT
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Contents
Introduction .................................................................................................................................................. 3
Task-1.1 ......................................................................................................................................................... 3
Task-1.2 ......................................................................................................................................................... 3
Task-1.3 ......................................................................................................................................................... 4
Task-1.4 ......................................................................................................................................................... 5
Task-2.1 ......................................................................................................................................................... 5
Task-2.2 ......................................................................................................................................................... 6
Task-2.3 ......................................................................................................................................................... 6
Task-2.4 ......................................................................................................................................................... 7
Task-3.1 ......................................................................................................................................................... 7
Task-3.2 ......................................................................................................................................................... 8
Task-3.3 ......................................................................................................................................................... 8
Task-3.4 ......................................................................................................................................................... 9
Task-4.1 ....................................................................................................................................................... 10
Task-4.2 ....................................................................................................................................................... 10
Task-4.3 ....................................................................................................................................................... 11
Conclusion ................................................................................................................................................... 12
References................................................................................................................................................... 12
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Introduction
The world of today is very much diverse and full of competitors marketing their products. As the
Case is about the British Gas and its an industry where lot of efforts and precautions are needed
as the level of risk is higher, so the employees have to be well trained and developed as per the
updated guidelines by the government. Planning of all this becomes very important for the
attainment of the success and the human resource plans play an indispensable part of the entire
process. The human resource department contributes to the higher extent towards the
management of the firm in the form of recruitment, selection, motivation of the employees etc
which in turn will provide the positive results to help in the success of the company.
Task-1.1
As it is known British Gas is a very much reputed organization in the world as it creates a lot of
opportunities and generates lot of profit which will increase the contribution in the economy.Personnel management is the set of activities concerning the workforce which will include the
staffing, payroll and many other administrative works. Personnel management has more to do
with the management of the workforce rather than the resources of the firm (Kochan and
Barocci, 2005). It is said to be more administrative in nature and the role of the personnel
manager is to ensure that the demands and the needs of the workforce are been taken care of as
the immediate concern, they often play the role of the mediators between the management and
the employees. But on the contrary human resource management is the need of the new
employees which lays emphasis on the people first policy and also the attainment of the
objectives of the ROI that is the return on investment. So the HR Manager will be responsible for
the fulfillment of the objectives of the firm considering its mission and also the needs of the
resources which will contribute to the success of the organization. So the human resource
management is a wider and a very important part of the employees management which is a shift
in focus and the strategy of the British Gas (Wilson, 2009).
Task-1.2
The human resource function plays a very important role in contributing towards the success of
the organization. The contribution of the human resource management in organization can be in
many ways like to employ people, providing the organizational design, because HRM capability
will begin at the origins and will involve all the interactions between the people, technology. In a
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competitive world like this where it requires flexible responses with the strong competition from
every type of player (Pfeffer, 2007). Other elements which effect HRM and are some or the other
where contributing to the success are the technological changes, changing characteristics of the
workforce, increased legislations which is the outcome of the changes in the legislations. The
staffing is also a very vital part of the organizational performance because the people recruited in
the firm will be performing and give their operations accordingly. The focus on expanding the
customer base which will give profit to the firm also contributes to the human resource
management. The practices of HRM can be classified on the basis of their impact on
organizational performance by the employees skills, motivation and the structure of the work
becomes a greater scope for any firm. Planning in the HRM becomes very necessary and their
development makes the workforce more efficient which in turn can influence organizational
performance beforehand by the selection of the skilled people. So all these contribution of HRM
has given a new way and light to the organization success (Armstrong, 2006).
Task-1.3
There are many roles and responsibilities of the Human Resource Manager which the person has
to obey and fulfill profitably. At different levels there are varied roles and responsibilities which
the manager has to achieve for the sake of doing the job. In the British gas company there are
hundreds of engineers which have to be responsible for the annual service of the customers
central heating system upgrades which can improve the efficiency and the flexibility of the
equipments. The major task of the whole responsibility of the manager includes the planning of
the workloads, solving of the problems and the opportunities of the coming market, these will
also create a market for the customers of the British Gas (Golding, 2010). The HRM of the
British Gas has to be very cautious while recruiting and the selection of the people in this kind of
the organization where the chances of danger and failure becomes more. This role of the staffing
management involves. So the Effective Recruitment becomes very important and the first step
comes with educational and psychological measurements. Improvements in compensation
packages is also a very important task for the HR dept which is used to motivate employees by
rewarding the ones who perform really well, the compensation package comes in various forms
like the awards, equities, salary increments, holiday offers are provided, working hours can be
flexible for the employee to get motivated, Promotions are to be provided to the employees
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through straightforward schemes and also the career developments (Banfield and Rebecca,
2008).
Task-1.4
Human resource is such a department where the human is included and that paves the way for
more conflicts to deal with and more legal issues are involved. There are many legal and the
regulatory work where the HRM is affected in the British Gas as there are more chances of
danger and failure to happen. Legal issues can be solved by the Human Resource department but
there are some factors which lead to the conflicts in the employee and the employer. Legal issues
can be like the following:
Government restrictions: These are the rules and the regulations by the government over the
HR department for the maintenance of the many safety and security terms.
Legal Notices: There are many legal notices which are given to the employees for the sake of
their performance and their improvements in the system. Legal court gives the notice to the firm
for the human resource department for the sake of the welfare of the monetary and non-
monetary safety of the labor. These are some of the legal issues which give the betterment to the
firm (Pfeffer, 2007).
Task-2.1
If the work is planned it is half done, so the planning plays a very important role in human
resource management. It begins by considering the organizational objectives and all the policies.
The British gas is dependent on the data and the frameworks been given by the government
which is required by the human resource department by having the accessible information which
can be reached by the Human resource Information system. It becomes vital to forecasts a
mismatch or the gap between the HR demand and the HR supply, the strategies and the plans
which will address the imbalance and that can be short term or long term (Terrence, 2004).
Forecasts is done for the sales to be projected monthly or quarterly or yearly, it is also done for
the markets to be captured, expansions and the diversifications for the British gas in other forms
like the renewable sources of energy. Once the forecast is complete, then comes the part of
planning the jobs according to the resources and the facilities available and also according to the
strategies laid down in the forecasts. Environmental changes both internal and external also give
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way to the planning of the human resource. Planning can be done in many phases and it should
be done very carefully because if the plan is wrong then the actions will prove to be a failure
(Wilson, 2009).
Task-2.2
There have to be many effective stages to make the plan get fulfilled and make it fruitful. Plans
are a result of many changes which are demanded by the market or the customers requirements
so they have to be planned efficiently and with full care. All of these impacts have an effect on
the quality and the number of the employees with the expertise skills and caliber but due to the
changes it may require training for certain employees to stand successful (Golding, 2010). There
are four stages in the planning for human resource needs:
Gathering and the data collection for the forecasts is the first step which is the analysis onthe business future plans and the expansions as per the availability of the staff, internally
as well as externally to meet the demands of the customers (Thomas, 2009).
The objectives of the company that is the British Gas must be identified, because thisidentification will decide upon the decisions which is related to the employees whether
they will be promoted internally or they will hired from outside.
Implementing of the plans or the programs is done which are aligned with the companysobjectives.
The last stage will include monitoring and the evaluation of the performance of thehuman resource plan (Terrence, 2004).
Task-2.3
Recruitment is the type of activity which takes place in British Gas as a very important part as it
includes danger zone and more risk towards the human resource. This will help the British
People to adapt and develop lot of training and development which is required for the senior
responsibilities within the organization. Recruitment is the identification of the eligiblecandidates for the specific post at the right time for the right qualification and the right expertise.
Recruitment programs are very much necessary for the recognition of the suitable candidates.
Choosing among the skilled resource whose talent and the expertise matches with the
requirements of the firm and that will give the maximum efficiency and increase in margins of
the profit. Selection is the hiring of the right candidate among all the eligible candidates, so that
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the expertise can be used at the right place and the result can be fruitful. The selection of the
British Gas is very much upon the Core competencies and Life Skills. Selection of the candidate
is very expensive process but it maximizes the benefit from its investment (Mckeena and Beech,
2008).
Therefore the recruitment and the selection process of this company are very selective and very
much efficient, so the employees needed for the same have to be well trained and developed.
Task-2.4
In many cases, an individual who will be at British Gas will be more trained and developed and
that may call for more promotional measures and that requires a range of skills and the
knowledge of all the customer services to make them satisfied. Recruitment and the selection
techniques are the ones which are used for the employees and to make the human resource plan
move effectively (Thomas, 2009). Recruitment of the firm will only be responsible for getting
the right candidates till the organization but the selection process and the techniques will help the
management to get help in selecting the best candidate among all. There are many selection
techniques like the process of the Group Discussion, then the telephonic interview and then the
personal interview will all lead to the perfect engineers and the right management. The selection
technique will include the employer or the instructor and the candidate or the learner who will
learn about the process and the techniques and will be selected accordingly (Banfield and
Rebecca, 2008).
Task-3.1
Motivation for the employees is very much necessary for the job to be done with full efforts and
less of failure. The reward system has the direct effect with the motivation of the employee and it
is very much linked with the employee success. In formulating the rewards for the employees
will take the theory of the motivation of Maslow Motivational theory which says that the
employee pay skills and even the incentives will depend upon the stage in which the person is.
As the Maslow says that the persons basic need is the psychological need which if fulfilled will
automatically generate the need of the security which will be achieved by the extra monetary
support given by the firm and reducing the risk of the danger and the life when it comes to the
British Gas. Then if the motivation of the person is increased by the rewards then the employee
gets the chance to enhance it and make the work more fruitful (Armstrong, 2006).
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Rewards is also directly linked to the motivation as the recommended salary will always offer
the work span of the employee and it will give the added advantage to the staff for increment in
the position. Many surveys have shown that the tools used by the company like British has
always made its employee more and more satisfied when it comes to work and their pay and
above that the rewards (Terrence, 2004).
Task-3.2
Job evaluation has more to do with the measurement for the purpose of determining the pay of
the employee and their grading according to the performance so that the balance can be
maintained among all the hierarchy in the organization. The job has to do with the evaluation
factors as this will give the added advantage to the employee as well as the employer for the
purpose of maintain the pay scale and not to get into the controversies of the union (Swanson,
2008). Job evaluation establishes the relative value of all the jobs and determining their worth inthe firm. There are many factors which will give the idea of the employees pay like:
Job Descriptions: the job responsibilities will always determine the pay as what are the duties,
what time is needed to complete those roles and how much time is needed to make it [possible
with the fruitful results (Storey, 2007).
Supply and the demand of labor: The market place of the other gas companies also will decide
the basic pay of an employee. Sometimes the demand will vary according to the locations of the
firm and above that it will again be compared to the competitors of the industry.
Profitability of the organization: Employees who work with the companies like the British Gas
has the higher possibility of the higher payment as the profitable business will always have the
greater chance of higher wages than those working for the less profitable enterprise (Thomas,
2009).
Task-3.3
Reward systems are a very critical part of the any human resource management and they are
bound to be at the place where this motivates the employees. The reward system affects the
quality of life of people which has improved over the past decades and some new rewards
systems have been developed which have given a new way to enhance the skills of the employee.
The critical elements of the reward systems are been the core principles for which the
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organization holds its position in the market (Wilson, 2009). The main objective of the reward
system is the attraction and retention of the employees which is the influence of the staff that is
attracted towards the work of an organization. Another objective of the reward system is to
reduce the absenteeism when people are motivated to perform and make low absenteeism.
Different kinds of Reward systems which are followed in British Gas are:
Performance based: This is the key factor to keep in mind as the basic need of anyorganization is the work performance which will judge the employees capability. Most
Business organizations adopt different ways of judging the performance for the reward to
be impartial towards all.
Market Position: The reward structure of any organization will have the partialinfluence if the market position of all the competitors is same (Pfeffer, 2007).
Task-3.4
When the work is being done properly, it becomes very much necessary to measure and
monitor the performance. This will allow an organization to align its business operations to
its strategy and to monitor the feedback. The performance measure is a very difficult task as
that involves many conflicts and many fights on the basis of the impartiality as the
assessment is done on the progress made. Monitoring of the performance is done or managed
using output and the outcome measures (Storey, 2007). Monitoring measures are been done
by the following methods:
Balance Score Card: This is a method which involves the below four sets ofmeasurements complementing all the financial measures with the future works:
Financial Customer Processes of the Business Growth which will come after learning.
Formulating a Project Scope: While executing a large story, the project has thevarious plans of the performance measures which will give the performance a new
methodology and also to the human resource department (Mckeena and Beech, 2008).
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Task-4.1
The time may come in any employee tenure where it has to go through the unpleasant job of
terminating an employee. Cessation of the employee means the firing of the employee because of
the certain reasons as it becomes important at point of time to make the firing of the staff for the
balancing of the organization hierarchy of the human resource department. There can be many
reasons behind it but the important part is the documentation which has to be careful on the
employers part to get protected against the possible charges of the discrimination or the
unlawful termination which can result in the lawsuit against the party. Reasons can be:
Unacceptable behavior of the Employee: if the employee does not behaveaccording to the code of ethics, that should be strictly prohibited from giving the
confidential information to the customers, and if the employer discovers so then the
staff should terminate the employee (Banfield and Rebecca, 2008).
Business Conditions: If the market is not responding well and if it is unfavorable thecompany may have to lay off the employees for many economic reasons as opposed
to the performance which is poor.
Inadequate Job Performance: The employee may not be able to perform the workas per the given specifications or that may prove in losses (Kochan and Barocci,
2005).
Task-4.2Employees leaving the organization may have to leave due to its own will or by the force of the
company but the exit procedure has to be same for all the employees. This procedure will apply
to all the staff of the British Gas and EDF and that will be on a permanent basis apart from all
those who have been dismissed for some disciplinary action, the human resource department of
the British Gas will be like:
Documentation of the employee: Once the leaving date of the employee is confirmed, it should
go for all the documentation of the company policy so that the candidate can go to the HR
department for the payment due or for further procedure (Wilson, 2009).
Exit Interview: These interviews are conducted by the British gas Staff managers and one of the
HR team mates. The interview will be conducted in the human resource department for the
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gaining of the knowledge of how was the experience and how did the firm treat the candidate in
this tenure.
Review of the notes: The interviewer will review all the notes that the candidate has taken with
himself and the candidate has to sign all the papers and also sign the form of the agreement that
the assessment and the comments of the interviewer will depend upon the review process
(Armstrong, 2006).
Task-4.3
The staff manager of the firm and also the Human resource department has to undergo many
processes of the legal and regulatory frameworks which will and do affect employment cessation
of the employee like there are many legal forms need to be filled by the employer and the
employee to not to make any kind of mishap for the employee in near future. After the
resignation has been submitted to the manager it becomes a legal duty of the employer to make
the arrangements for the employee legal issues like:
Payment which has to be made in lieu of the notice: the payment has to make at the discretion
of the party. In this case the date of termination of the employment will be till the last working
day. The payment will include the salary plus the payments for the outstanding leave of the year
(Swanson, 2008).
Return of the firm property: The party will be responsible for the returning of all the property
of the organization that is the British Gas including all the laptops, Blackberrys, corporate credit
cards etc (Kochan and Barocci, 2005).
Legal Court for the Termination: The termination of the employee has to go through the
Human resource legal court permits the termination possible. The exit will depend upon the legal
people reviewing the documents and then making the exit easy for the employee (Mckeena and
Beech, 2008).
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Conclusion
This report contains all the features of the HRM which are important in day to day activities of
the firm and are responsible for the betterment and the welfare of the labor. The labor pay is very
much important in the today scenario and therefore that has been given more worth and various
job evaluation techniques have been suggested to make the pay according to the job and make
the employee more satisfied. There are many legal issues affecting the HR department which has
been thrown light upon. There are some of the topics which have not been covered by the
researcher due to the short in literature and lack of the theories.
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