Human Resource Management Plan - Coursework Example

Running Head: Human Resource Management Plan and Job Aids Human Resource Management Academia Academia Research Human Resource Management has an existence and scope, because of the growing diversities of the world the world is getting more saturated day by day, world’s population is increasing and the technology has played a vital role in reducing the number of jobs, so the human resources are now required to be properly utilized in the work that is suitable for them, human resource management is a two way reaction, firstly people work to achieve their goals by helping organizations grow and secondly the organizations achieve their goals by helping people grow, in short one can say that “the purpose of human resource management is to improve the productive contribution of people to the organization in ways that are strategically, ethically, and socially responsible” (Werther, Keith, 8). The human resource has certain objectives with out which there would be no need of it, there are four types of objectives, Organizational Objective, the organizational effectiveness is the key issue here, its main job is to identify the fact that is there any management exiting or not? Than comes Functional Objective, here HR job is to identify and maintain the level of contribution in relation to the organization’s needs, than comes Societal Objective, here the job of HR is to fulfill the needs of the society in terms of being ethically and socially responsible in meeting the challenges faced by the society, than the last one is Personal Objective, it is assumed to be the core purpose of HR and that is to assist employees in reaching their own goals and helping and assuring their contribution in the success of the organization it self. Lets move onto few more important steps of HR. The job analysis is perhaps the core of every job, it estimates and identify the tasks, duties, efforts required, and responsibilities related to each specific job, in short “knowledge about jobs and their requirements must be collected through a process known as job analysis, in which information about jobs is systematically collected, evaluated and organized” (Werther, Keith, 119). The information of job analysis is collected by identifying the jobs to be analyzed, developing a job analysis questionnaire, which is conducted by a job analyst, and the third part is collection of job analysis information, which is an overall evaluation of the job. In the case of the current position of finding a “registered nurse”, the analysis should include experience, human characteristics, background information, and responsibility in terms of having basic know-how of the functions to be performed A selection process consist of different steps that individual has to clear in order to be selected for the specific job, the employee selection is a critical stage and the organization has to be very specific about it as wrong selection can lead to distraction from the goals of organization and can also affect the profitability of the organization. The entire selection process consists of eight different steps those are, preliminary reception of applicants, employment tests, selection interview, reference and background checks, medical evaluation, supervisory interview, realistic job previews, and hiring decision. In the case of finding a “registered nurse”, the emphasis should be equally on all eight steps of the selection process, and only this way the suitable person can be found. New employees should be made familiar with the organization as soon as possible, they should be given an environment that can make them comfortable to work with the organization, in the present case the nurse should be given a lot of attention in terms of letting him/her know that he/she is the most important part of the organization without whom the organization could suffer, in such case the employee turnover rate would also be low if the mentioned procedure would be applied. The training proposals include the techniques that are taught to the employees, in the case of “registered nurse” the hired person should be taken through different steps of the environment, it should be at least a month program for making an employee settled with the organization, this also includes the communication ways in which the employee would be interacting with the patient. These techniques can for sure support the organization’s strategic plan, as the employees are related to the organization’s long term growth, this all would help organization in finding employees for long term, would also help in reducing the employee turnover rate, and most importantly such techniques would insure how well the organization’s employees are working and contributing in the organization’s success, all the outcomes would be obvious and would also give a feedback on what changes are to be made and which areas are needing improvement. Selection Process The internal and external are the two methods of employee recruitment, the internal recruitment channels are job-posting programs, the employees currently working in the organization are encouraged to apply for the job, one can easily see that it is not a good idea to have it as a recruiting method in the case of “registered nurse”. So the internal recruiting procedures have failed to satisfy the company’s requirements and now they have to rely on the external recruiting channels. The external recruiting channels include educational institutions, which are perhaps the best source of recruiting a “registered nurse”, because fresh human resource would be available also through the reference of the institutes, which would give surety, and hence it is the best possible recruiting. Questions to be asked What is your experience in the field of nursing? Where were you previously employed and why did you left that job? Did you have any poor experience with any patient, if yes why? How do you manage the late night duties and your home simultaneously? If a patient is dieing and you have a family member also in same condition, what would you do? What are your strengths and weaknesses? Why do you think that you are best for this job and why should we hire you? Suppose that you are not paid a week’s or two salary, would you get to work or not? What are your goals in life? If we say that we wont give you this job, what would be your reaction? Incentives On the successful recruitment you would be given $ 500 a week, with having lunch and dinner facilities absolutely free, you would also be given bonus twice a year, also you would have a pension program starting from the end of your first year with us in this field, you are also getting a life insurance once you work with us for minimum of 2 years, you would also be given non monetary incentives such as promotion from junior nurse to senior with in five years, you would also get paid leaves after every 3 months for a weak, you would also get an accommodation if you would like to avail it, best of luck! Orientation Script We, in Human Resources, feel that it is important to address some sensitive issues during your employment with our company, as you would have already noticed that our company is an equal opportunity provider, we expect no turnover as we provide you what you want in the life, we provide you an opportunity to utilize your skills, a serving to man kind and also give you opportunity to grow as fast and as safe as in any other good organization of the world, we encourage every positive action from you, you are all encouraged to draw our attention in every part of the organization where you feel that you can bring a positive change for the betterment of the organization, we require a full collaboration with you and ask you to give your suggestions openly, because we want you to feel the place you work at as a home, and consider all the colleagues as your family, we would not be able to bring out 100 percent of you if ask you to work quietly under the pre-specified rules, if your any idea would be noticed in the benefit of the organization you are than likely to get awarded, this is a place where we all have to work together as a unit. You would now be introduce with each and every staff member of our organization, you all are quite familiar with the services that we offer, there is a list of policies that you have to follow while working with us (on projector), you have already been given information about the compensation and benefits, but here they are (on projector) for you again. One important point that we would like to bring you down is that our organization is free of any such influences and therefore we all work in a free manner with no intimidation to anyone, and also this is the reason of our success, keeping this point in mind we never had any experiences in or organization such as sexual harassment, we though never made any policy against it because we never experienced any such thing in our organization from decades this is because we always recruit people through a sound process as you are recruited, and our relationship is now based on trust, so in our view there is no possibility of such terrible thing, we expect you to keep our pride, and work efficiently and effectively, and keep this trust maintained forever, thank you all. Training proposal If an employee would start having training after one month entering the organization, than it is the best scenario as by than the employee would have learnt a lot by personal experience and the training program would enrich his experience as well, and there are more possibilities for development in future. If an employee gets training after one year of entering the organization than both, the organization and the employee are at risk and loss, because there is a possibility that by now the employee has made it a habit, and the organization has already faced loss due to poor management of employees, and also the organization has seen a high turnover rate. It would also be feasible to have such operation related to training right after orientation, it is the most simple process to train employee right after the orientation without any specifications, in this way the employee would keep on improving and automatically keep on moving to the next step. The organization should give its employees an on-the-job training program, the best way to teach them almost in every above mentioned case is to conduct a job instruction training program in which when ever possible the instructor would help the employee in knowing the organization, coaching is also useful technique, while in the third case when the employee is a new comer and is willing to learn fast than buddy system is a suggested one where a new employee would be helped by a senior one in knowing the organization and its operations. Yes, a certification examination would be a good option and it would also act as a motivation tool for the employee, and would also make the employee a more certified worker from where an additional responsibility in employee can be felt. The training that has been taking place should be a combination of both of self learning and instructions from seniors, because in a field like “nursing” one has to be specific and make sure that all the operations are being conducted properly, and afterwards the employee can learn more and more with care, but the basics have to be learnt through someone who is even more experienced, as in nursing the basics are more important, and they are used more prominently. Work cited Werther W.B, Keith D, “Human Resources and Personnel Management”, (n.p.): McGraw-Hill, 2000. Other sources Brewster C, Hilary H, Paul S, “Globalizing Human Resource Management”, New York: Routledge, 2004. Boyd C, “Human Resource Management and Occupational Health and Safety”, New York: Routledge, 2003. Read More