HRM Name: Institution: Date: Question one Dealing with human resources includes a broad range of specialties in any organization. These specialties presuppose hiring employees, recruiting, payroll, safety, performance management, policy, training and development…
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In order to set up an effective HR department, the first step would be to review current policies and practices. This involves reviewing the various HR functions and expectations. In this case, the HR functions will include recruitment and selection, performance management, reward management, workplace management, capacity building, employee relations and establishing an effective HRM system. The HR takes into account the organization’s structure, systems, politics, positions among others. The next step is to discuss the beliefs and values of the organization with senior management. Here, the HR takes it upon himself discuss issues such as the organization’s short term and long term goals and objectives, the expectations of the HR department and how the HR contributes to the objectives of the organization. The HR should also discuss the current organizational culture, as well as core activities and business drivers with senior management. By now the HR has a wide view of what the organization is working towards and is ready to be part of it. The next step is to formulate the HR department’s objectives and strategies. This involves drafting job description, job analysis, job specifications, payroll and compensation. The HR will also have to lay out appointment, termination and resignation procedures. As a function of HR, it is necessary to draft induction and orientation programs. At this point, it is essential to review main functions of HR department. These key functions include job development, recruitment and selection, organizational behavior policies and programs, organizing, HR planning, performance management, HR development, reward management, employee relations, health and safety of employees. With this in mind, the next step is to note what is necessary for the organization in order of priority to make up the HR system. Here, the HR should write a report detailing the situation on the ground, the HR department required priorities, the action plan and the time schedule. The HR can now form the department as the HR manager with the assistance of one training manager, one salary administration manager and recruitment and selection manager. The HR then seeks approval from senior management to implement the plan. Question two The most appealing HR function is the recruitment and selection process. This is because it is the core function of the HR department. Without recruitment and selection, there would be no workforce; hence, there would be no HR department. Absence of workforce to carry out the activities an organization will lead to its closure. The information in the article is detailing the importance of the recruitment and selection process in any organization. The article details the steps that the HR manager should follow in the recruitment and selection process. Any organization requires qualified and competent employees; hence, the article emphasizes the need for a thorough recruitment and selection process. According to the article, the recruitment and selection process should be as efficient as possible, because the success of any organization depends on it. The article attempts to solve the problem of managers who take the process lightly. A HR manager, who fails in the selection and recruitment of employees, will be responsible for the failure of the organization. The articles also insist that team charged with recruitment and selection should have the required skills. This is because this team has the
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(“HRM Coursework Example | Topics and Well Written Essays - 1500 words”, n.d.)
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(HRM Coursework Example | Topics and Well Written Essays - 1500 Words)
“HRM Coursework Example | Topics and Well Written Essays - 1500 Words”, n.d. https://studentshare.org/human-resources/1397529-final-project.
The main challenges faced by contemporary organizations are globalization, profitability through growth, technology, intellectual capital and continuous change. Considering the critical challenges faced by contemporary organizations, Dave Ulrich has emphasized the role of human resources management as critical to organizational sustenance and progress.
6 3 Do You Think These Are Typical Activities For A Supervisor In A Busy Restaurant? Why? 7 4 How Do Susan’s HR Activities contribute To the Successful running Of the Restaurant? 7 5 What HR Activities Have You Carried Out As Part Of Your Job? 8 Activity 1.2 9 1 What Is Meant By The Organisational Environment?
Other items included will be how the training will improve employee performance, a detailed agenda, resources needed, training methods, and media choices. An evaluation strategy for training results will also be provided. This report details the response to a request to design a two-day training session for new baristas working for Cafe Company.
The most important steps include hiring more people with specialized training and education in the fields of HR, marketing, etc. This can only be done if there is a structured recruitment and selection process. They will have to set down a proper procedure that will be followed every time new employees will have to be hired.
In addition, the particular techniques are expected to be influence by the personal perceptions of people who are responsible for their creation, execution and monitoring. Current paper presents the various aspects of the American HR system; the above system is compared to the Japanese HR system, which has developed certain features that are considered as unique.
Porter’s Five Forces The five forces that affect the industry are the existing competition, the threat from new entrants, barriers to entry or exist, the bargaining power of the buyers and the suppliers. This section analyses these forces. Poor demand in the markets for furniture due to the global slowdown for the last 12 months would have an effect on the sales of the company.
Many competitive forces act on organizations; most of them are external and stem out from the competition an example being recession. In difficult economic periods, these forces are compounded by shrinking of revenue. In order to
Human resource is the course of hiring and building workforce that is of value to the organization. The process includes planning of personnel, recruitment of the right workers, job analysis, and management of
In effect, it made the world into a smaller global village (www.historyknowji.com nd) as people are now more interconnected making it easier to outsource labor making HRM less complicated and cheaper.
In the case cited, the electronic manufacturing of
he company has deployed on how it conducts its recruitment and selection process, how it trains and develops talent within its workforce and the methodologies that it implements in coming up with its reward system. Additionally, the report tackles issues regarding the human
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