Human resource management - Assignment Example

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Unit 2 Assignment: Human Resources Management Section 1 Although the terms human resource management and personnel management are often used interchangeably, they are not always considered to be identical. Personnel management is used to refer to any aspect of management that is involved with employment, training, safety, recruitment, departure or redeployment of employees (Cole, 2002) Human resource management can be defined as an approach to the management of employees which aims to create a capable and committed workforce through the use of techniques including cultural, personal and structural approaches…
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Download file to see previous pages It helped staff to serve customers from different cultures better, and was complemented by cultural training which focused on some of these differences in more detail. Human resource management has become a frequently used phrase, both in academic research and in organisation practice. The term is familiar world-wide, and is the subject of writing or research frequently. From 2000 to 2006 alone, the number of publications using the term “human resource management” increased by 427%. This result is substantial, given the field first began towards the end of the 1980s, and was thought that it would be short lived (Storey, 2007). Human resource management is arguably more important in modern society than it has ever been previously, as organisations experience change on a regular basis (Kaminski, 2000) and staff members no longer have strong loyalty to a given organisation, and move from one job to another more often. How a business undertakes human resource management varies substantially between one business and another, such as the provision of cultural training, or of upskilling members of an organisation likely to remain. Within an organisation that makes use of human resource management, line managers provide an essential link between employees and management. Line managers are often responsible for the implementation of human resource approaches with employees directly, and may be involved in guiding and coaching staff members, giving performance reviews and dealing with discipline. In some cases, they may also be responsible for recruitment and the selection of employees. Section 2 Potential employees for an organisation come from a range of different backgrounds, and possess varying temperaments, driving factors, objectives and long-term goals. Without the use of human resource planning, there is a high chance of employing staff members who do not share the objectives of the organisation or who decrease efficiency rather than increasing it. Human resource planning involves the use of multiple stages, including acquisition, utilisation, improvement and retaining the human resources of an organisation. The resources for this task vary depending on the extent that human resource management is occurring, but can include training for staff members, auditing, advertising and forecasting. The processes used for recruiting are not constant across organisation. For example, Sony processes a large number of applications and uses an online application, followed by situational judgement testing, telephone interviews and then assessment centres (Sony, 2012). In contrast, a business firm that I worked for asked for resumes from applicants then went through a series of interviews for each position, with the top candidates from each interview going onto the next one. The interview is an important selection technique, and is present in many different industries. This gives the interviewer the chance to work out whether the potential employee is suitable for the company, based on aspects such as their response to particular situations, their personality and their motivation. It is an ...Download file to see next pagesRead More
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