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Human resources management is the term which defines how resources like man power are managed in an efficient manner so that best outcome could be generated. Management is very broad term comprised of planning, vision, mission, process or set of activates in systematic manner. Human resources are the key pillar of an organization they are considered as a back bone. Now a days employees and their quality of work is not less than an assets even though their value is not shown in the financial statement but still this are the valuable assets for an organization.
In order to maintain a good internal environment and maintain the proper rotation of employees in the work process human resources management plays a very pivotal role. Human resource management and HR department are highly responsible in employees work performance and their retention in work process. An organization and its promoter can only plug capital in the business but it is their employees and staffs who perform work, covert raw material into finished goods and make tactical plans and operation in business organisation . Human resource management department are compared with the functioning of cardio vascular system in human body.
In today’s complex era where different organization in running its business with different sources. Organizations are coupled with various set of activates. In order to curb the personnel issues there is different management programmed are performed in an organization. Personnel program is related with management of employees working in an organization but now a day there is new concept human resources management which is replacing it with different set of new intents (Cooper & Robertson, 2015). There are following differences shown between them.
Personnel management (TCS)
Human resources management (GENPACT)
This is the traditional approach which has become with the time.
It is a new concept widely accepted in different big organization.
It focuses on personal administration, employee welfare and labour relation.
It focuses on development, motivation and maintained of manpower in an organization.
It undertakes functions of employee’s satisfaction.
In this administrative functions are undertaken for achievement of goal and mission of an organization.
Personnel management is concerned with routine function.
It is comprised with the functions which are non-structured and non-repetitive in nature.
In personnel management decision is taken by top management or promoter group of people.
In this mostly decisions are taken by team leaders or HR head department.
In personnel management only personnel team leader is taken into consideration.
In case of human resources management leader of each department areas are taken into consideration.
In GENPACT where more than lakhs of employees are working for it human resources management play key role. GENPACT has used variety of technique in order to boost its employee retention strength. GENPACT is engaged in providing outsourcing work which is completely dependent upon the personnel working for it. Human resources management staff is creating different set of policies and framework in order to make organization employee oriented.
Human resources management in GENPACT is providing different set of functions in order to assist proper functioning of activates so that desire results could be achieved.
Some small business often do not have specialist HR manager who take care of the functions like hiring and firing, recruitment and administrative work regard with the employees. Big organization may have line manager who perform functions like maintain day to day activates in particular HR department, inform higher authority, provide information to particular process leader etc. It is Line manager who perform different day to day activates for implementing HR activates and policies (Popescu & Ratiu, 2012).
Helps in maintain good relation with employees:- when there is no need of HR specialist in organization, line manager is the person who guide support and trained employee regard with the work profile. Line manager check the drawback s of employees and also helps him to overcome in easy manner.
Create a performance check list: - Line manager have a direct contact with his employees and also have a check list of employee’s performance. This is to say that line manger make appraisal with the services provided by employees.
Key role In Pay scale: - In a small organization like firms or LLP where there is no collection of data regarding with the work performed by different people line manger plays an important role. Performance rating, efficiency in work and other factors are provided by line manager.
Disciplining of employees and helps them to maintain the decorum:- line manager is the person who supervises employees and guide them to perform activities in ethical manner; however line manger behaviour is more likely to influence employees.
Nexus between employees and top management: -line manager is the mediator between top management and employees he helps employees to convey their messages to top employers.
Human resource management in an organization has to adhere by the rules, regulation and other legislation applicable to the jurisdiction where organization is operating its business. Legal department is highly responsible in complying the laws and other act and helps in avoiding high amount of penalties (Schmidt, et. al., 2011).
There are following laws and act which impact company drastically in several manners:-
Human resource planning is an important tool in any organisation. It helps in providing, maintaining manpower in an organisation in an adequate amount. Reduction in total turnover, retention of quality of employees and generating of good man power team are the key factors
In the scenario given it is understood that there is need to make critical human resource planning in order to sustain the workforce in the organisation.
Reduction in employee turnover: - human resource planning is a part of management of human resources. Human resources planning help to identify the future needs of the employees with the expected demand in forecasted market. It will helps organisation to understand employees needs and their expectation.
Make clarification with sub objectives: - GENPCT make human resources planning in order to understand the demand of the product in market and correlate it with the expected labours need for the same. If proper planning function is not performed it may lead into total loss of an organisation.
Helps in maiming labour cost turnover: - Proper planning and procedure of human resource helps in reduction in labour cost and it also reduce the time engaged in hiring and firing process. It is seen that proper planning helps in reduction in employee turnover of an organisation.
Helps in external planning factors:-Planning of human resources provides key ideas regarding with the manpower engaged in production, legal and selling department. This all helps top level management to generate a good planning with that of external environment consisted with demand, supply, cost of the product, services offered and so on.
Recruitment and selection: - Planning of human resource gives a clear idea about how many employees we have and how many is required for performing some specified task.
Helps in internal planning factors: - Human resources who are the key pillars in performing organisation functions. Management of human resources provide data regarding with the cost incurred in hiring and quality of work provide by them. This will give estimation in planning internal functions.
Human resources planning are the process of estimation of future needs of the employees with that of business environment force. Human resource planning will help organisation to keep phase with the demand of the employees in the business environment with the expected demands of the products.
In order to with the problems shown in case organisation should do following planning of human resources involve following steps:-
Current recruitment and selection process
Current selection process is not good enough to identify the most suitable candidate for the job.
Its selection process is highly critical and provides clear identification of right person for the job.
Selection test procedure
Selection test procedure dose not even provide idea about aptitude and calibre of candidates.
Questionnaire or other tactical questions are asked which provides the clear image of the candidates as per calibre and intelligence.
Different tests assessment
There is no such test conducted in organisation there has to be proper check list of test conducted on candidates.
Psychometric test are the basis of interview then rest other test come into the way in different interview sections.
In short whatever selection method is used in organisation but they should be clear, no discrimination, valid, cost effective.
Success of organisation is dependent upon its ability to find and hire right amount of people in the organisation. In the scenario given Organisation recruitment and selection techniques is not impressive.
There are different motivational theories has been published by different economist but Virgin media has used the reward method in order to motivate employees.
Motivation is a short process by which behaviour, need and desire is influenced by others. Now a day in big organisations like Virgin Media Ltd has used this process in order to get best result out of their employees.
Maslow has put forward motivational theory that there are five needs of employees which must be satisfied in order to motivate them reward is one of that five pillar. Maslow and Herzberg’s theories also depict different aspects. Virgin Media has used different prospective channels and aspects in order to see the satisfaction level in employee’s work performance. Reward is the system through which employees are given privilege to enjoy the outcome of their services so that they can satisfy their need in monetary term. Maslow and Herzberg say each and every employee is different with their different need therefor monetary term appreciation is mandatory so that their need could be covered. In virgin media they reward their staff for their work because it keeps motivating them at work. Furthermore they also use reward strategies in order to provide them extra benefits such as providing them car, insurance benefit and so on. There are many types of theories of motivation such as Maslow's, Herzberg's, McClelland's and McGregor's theories. Reward is the key pillar in all the theories given (Lin & Lo, 2015).
Job Evaluation is necessary in Virgin media Ltd as there has been merger and amalgamation of two companies. There needs to be systematic way of determining the value or worth of a job, comparative to others job in the organization.
With a view to see the systematic approach in deciding the pay scale of each and every employees in organization Virgin media needs to follows steps as below:-
Reward system is the process which provides satisfaction to the employees working in organization in order to satisfy their need in monetary term. Different motivational theory has shown the value and impact of reward on productivity of organization.
Reward system in Virgin Media has shown following benefit in different parts (Padfield, 2015).
Virgin Media Could use following method in order to monitor employee performance.
Employment exit procedure is the way through which an employer can terminate employee contract in professional manner. When an employee is terminated there are number of factors which employer needs to consider in the case of Chicken master Bob has used the “Dismissal Route” Dismissal route is the process through which an employer can terminate the employee contract.
There are different dismissal route is given but the bob has used Constructive dismal process in order to terminate Faisal job (Luzzi & Sasson, 2016).
In chicken master restaurant there is a conflict between the Bob and Faisal. Faisal is being fired by bob on the basis of negligent behaviour and not complying with the code of conduct of the business. but in the given question it is seen that Faisal has raise a claim against the Bob that he is being fired on the basis of race and age discrimination. If Faisal’s claim is to be true than Bob has to face some legal and regulatory framework which could be detrimental for his business (Van der Klaauw & Van Ours, 2013). Employment legislation deals with different statue and body of law which assist to maintain clear and healthy relation between employer and employee. In case Faisal could use as shield all the right given under Equal Pay act 1970.
Equal pay act 1970 provides that there should be no discrimination between all the employees based on race, gender, cast, religion and so on. Otherwise there would be high penalty would be imposed including fine and imprisonment. If Faisal files a case against bob under employment tribunal then Bob and the matters raise in such a case are proved to be true then bob could be liable for either fine or imprisonment or both as per the situations. Employment legislation has passed different rules and regulation in order to provide safeguard against all the malpractice by employer. Bob in such case needs to hire a good lawyer in order to protect himself from the false statement (Cristy, 2010).
The wide variety of topics and subject matter given in this project report is worth full to understand the need of human resources management in an organization, Employees being the foundation in the process of achieving goals and objective should be managed with proper due diligence, I have come to the conclusion that human resource management is very critical and important practice. It helps organization to be cost effective. Motivational program, reduction in employee’s turnover, framing policies and rules in order to abide the internal culture is the key characteristics of HRM. In today’s world there is need to generate a good employees so that organization could phase with external environment therefor HRM helps organization by providing quality of employees and assist in keep them motivated for assigned work. Productivity and quality of work depends upon the employee’s performance but indirectly it is the outcome of consistent efforts of HRM department.
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