Human Resource Management - Essay Example

?ANSWER Human Resource Management or HRM is the procedure of overseeing people in an organization and additionally dealing with the existing between particular relationships. These two procedures are very important for the success and development of a business. The point when review HRM from the purpose of guaranteeing that structures and procedures are distinguished and initiated to deal with an association's faculty, the accompanying components are incorporated. The three key functions of HR include recruitment and selection, training and development and motivation of the employees. We will be discussing the above three issues in detail. Recruitment and selection is a process which involves selection of the right employee for the right job at the right time. It is a very important part of human resource as it is concerned with bringing in manpower into the company. It also helps in the growth and development of the organisation. For example suppose a company wants to hire a software developer, the HR manager will be notified about the same. Now he or she needs to know who the correct person for the job is. A candidate with an MBA degree is not the right person. So selecting him for the interview will be a waste of time. Similarly a candidate who has studied software engineering is the most suitable person. The next important aspect is training and development. Once a person joins an organisation, he or she needs to undergo an initial training period which helps him or her to understand the job role and the responsibilities. Generally when an employee joins, he or she under goes an induction period where in he or she is made acquainted with the work environment, the organisation culture, etc. the next phase is the training period. the training can be on the job or off the job. If it is on the job then the employee will be learning his work through practical experiences. In case of off the job training, the employee will undergo theoretical studying of the jobs through training courses conducted by the company. Training helps the employee to learn his or her job responsibilities in a better manner. A well trained employee is an asset to the organisation. The organisation grows with the help of their employees. So training an employee is essential for the employee’s as well as the organisation’s growth. Motivation of employees is another aspect of HR which the HR manager needs to ensure in order to keep them happy and working. There are various ways of motivation. The organisation can reward their performing employees or give them a promotion. Or even a simple gesture of communication is very helpful in making them motivated towards their job. The employees need to feel that the organisation values and respects them. This in turn will make the employees motivated and dedicated towards their company. ANSWER 3 Training and development forms an important aspect for an employee. When an employee joins the organisation, he is she needs to undergo an initial round of training in order to understand the job role and responsibilities. Thereafter during their work life they have to undergo several training modules to further improvise on their job skills. When an employee realises that their organisation is spending a lot for them in order to develop their skills at workplace, it gives them a sense of importance in the company. They feel that the organisation considers them important and need their support in order to grow. The moment this feeling arises within an employee, he or she will automatically try to give more to the organisation. This feeling of belongingness cannot just come by all of a sudden. The realisation has to be made by the company to their employees. Normally catering to employees problems or ensuring his or her well being can really motivate the employees but this is just a small apart. On a bigger scenario, training and development of the employee is a major factor in boosting their morale. In order to understand the question at hand, we must create a corporate scenario where a training program had been designed for providing proficient service and development of the procedure of handling customer objections for an extremely reputed Airlines organization. Let us assume that the service department of the organization has 750 workers, 150 supervisors, and 50 senior managers. The workers are paid on a hourly basis. The training program had been carried on all around the business settings arranged in the eastern zone of the USA. The training program proceeded for 2 long months. After the successful completion of the training program the organization chose to define an assessment system to figure out the outcome of the training. Therefore, from this case it is clear that why businesses attempt training, it is essentially in light of the fact that they wish to endeavour their resources to the greatest degree and hence they look for training for the most extreme usage of their resources and gain the most extreme revenue from the business. However workers attempt training for an improved vocation and an improved future. They want to excel and grow for their own benefits in the organisation. Hence it is evident from the discussion that the employers and employees undertake training for achieving different interests. The employee’s interest is to grow and get promotion through the training sessions. The employer’s interest is to grow his/her own organization and earn maximum revenue. However both of them have a common goal that is the improvement of the organization. This understanding between the employer and the employee is very healthy and helps the organisation and the employees at large. ANSWER 4 Below are the various types of incentive schemes: 1. Individual Level Incentive scheme- This type of incentive scheme is majorly followed by various organisations. It is based on the employee’s performance and the employee is rewarded accordingly. It can also be called Performance Related Pay (PRP). Employees are also motivated to work with this kind of incentives schemes. One very good example can be given with the help of the piecework framework in which the worker is offered a fixed sum for each of the units produced by him or her. This helps the organisation is increasing the efficiency of the production unit. In this case the firm anticipates obtaining more productivity than it would have received if the workers were rewarded under a time-based scheme. Furthermore, the firm will be able to track effortlessly the labour charges linked with every unit of production. But this frame has its disadvantages as well. A worker working under these terms will only concentrate in producing more units irrespective of their quality, because then his only concern will be to earn as much incentives as possible. Another drawback of this system is that the workers will only be concerned about their own work, their own production and units. When such worker is asked to perform in a team, he or she will fail to do so. 2. Team Incentive payment scheme- Companies offer team-based incentive pay to encourage team members to work together effectively. Individual incentive schemes can encourage competition between employees and may even lead to conflicting priorities. Team-based incentives encourage collaboration and cooperation to achieve shared goals. Collaborative teams will structure the work to ensure that each team member is able to use his skills and abilities most effectively. For example, a team member with planning skills will organize the work flow while team members with technical skills will focus on completing the work. This kind of framework can compensate things which are extremely diverse from the things an individual plan takes into consideration. Specifically team incentive arrangement puts more stress on teamwork, coordination of exercises, and participation. Companies that esteem these outlooks basically accompany and design their incentive structure. Since organizations turn out to be more versatile and the production procedure is more incessant, therefore team incentive payment frameworks can be anticipated to develop into a popular method. 3. The third and the last type is the Group incentive framework. Group incentive arrangements were intended for circumstances in which the objectives of the task are most effectively suited to people cooperating as opposed to separated. This type of framework is helpful where performance measures and standards cannot be described in an objective manner. In a group setting, variations have a tendency to standardize things, so everyone gets treated equally by lack of stability or indiscriminate variation. The point when the work must be carried out reliantly, there is an in number motivation to build profit in light of the execution of a group. Group incentive arrangements can remunerate things that singular incentive arrangements can't, for example, collaboration and participation. The point when an association has numerous complex perspectives to its business, group incentive arrangements are a fitting approach to structure the payment of employees. A good example can be found in a team of software developers. When they are given a project, they divide it among their team members. So it becomes easier to coordinate with each other. One person is only concerned with one part of the project. He or she can concentrate totally on that topic. At the end of the day the incentives are not hampered as it depends on the team’s performance. As long as the team delivers, they will be getting their incentives. ANSWER 5 Before we come to the argument of unionization and collective bargaining, let us first understand what is the meaning of these two terms? Unionisation is a process in which the workers are organised in the form of the union known as the labour union and this union acts as a mediator between the management and the workers. A majority of votes by the workers is required in order to form the union. The union represents the workers or the employees. Collective bargaining consists of negotiations between an employer and a group of employees so as to come to a mutual agreement. Employees are usually represented in bargaining by a union or other labour organization. It is governed by federal and state statutory laws, administrative agency regulations, and judicial decisions. To put it simply, Collective bargaining is a method of coming into an understanding between the management and a set of employees when a dispute happens where the labour union plays a major role in the whole process. Some writers suggest that agreements reached through the means of collective bargaining and unionization is not neutral. The reason behind this being that the group with more political and financial power has the tendency to win. So there are chances of the judgment being biased. But I do not agree to this statement because collective bargaining always happens through a third party, so there is no chance of favouritism. Often the third party is the government and being the government, they will always try to benefit both the party. They also try to preserve the employee’s right as they are the future of the economy. The main idea behind collective bargaining is to settle a dispute between an employee and the management in the best possible way without any kind of biasness. Collective bargaining and unionization have two main benefits. Firstly they provide a faster declaration of the final decision as it does not involve any kind of lawyers or arbitrators. Secondly it is generally economical though there might be exceptions in few cases. Collective bargaining and unionization has been used in many cases across the world. The management and the labourer’s representatives sit and discuss their issues and try to come to common agreement where both of them are happy and satisfied. When they are unable to come to a common decision, they take the help of a mediator for example the government in some cases. Now the government tries to bring both the parties to a common decision. They try to find out the nature of the problem and how to handle the same. In case the mediator fails, the party’s try to come to a mutual understanding by means of collective bargaining. Read More