TASK recruitment to retirement. In business, HRM is about

TASK 1

COMPARE AND CONTRAST DIFFERENT ORGANISATIONAL
STRUCTURES AND CULTURES AND THEIR IMPACT ON THE ORGANISATION

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EXEMPTED

EXPLAIN THE FACTOS THAT INFLUENCE INDIVIDUAL
BEHAVIOR AT WORK

EXEMPTED

HOW HRM CONTRIBUTES TO AN
ORGANIZATION’S OBJECTIVES

 

“The Management of Man” is what
people call Human Resource Management. It is about approaching managing people
in a humane way right from recruitment to retirement. In business, HRM is about
developing and increasing employee performance to their highest level
correlating to their role in the organization and making sure that they continue
to perform in their peak as a commitment to the company.

One of the things that HRM
contributes to an organization’s objectives is the Recruitment and Selection
process where in the department searches, screens and select qualified and
potential people to employ based on the criteria and qualifications for a job
or position. This process is very crucial to an organization for employing the
right person can help you reduce mistake costs in the future while employing an
incompetent, unmotivated person will result into more costs for future mistakes
and compensation. (Bhattacharyya, 2017)

Managing Employee Relations is also one of the jobs of an HR manager. Employee and employer
relationship is one of the major key success factors of an organization and it
is the job of the HR department to create, plan and promote a healthy and
balanced work environment between top management and its subordinates. Not only
that but HR ensures that a level of work place standard is attained and kept
and issues and concerns of employees are heard and acknowledged. (Miksen, 2017) This works well in handling
grievances which is also one of the jobs of an HR or Line manager which
deals with any dissatisfaction or injustice felt by an employee in the course
of employment. Giving the aggrieved employee a chance to speak freely and be
heard and understood is one of the best way of handling grievances. The role of
the HR department is to be the mediator between the employee who has a problem
and the other party.

When a healthy workplace is achieved
and the relationships between employees and employers are kept then Employee
Motivation which is one of the things that HR contributes is easily
maintained. Although employee motivation does not only mean motivating
employees through making them internally happy, this is a big help. Employees
can be motivated by internal and external factors which include personal needs,
expectations, organizational rewards and compensations by the company. Here are
some reasons why an organization would want to motivate their employees:

1.     
Motivated
employees work with their best effort and most of the time go the extra mile
meaning do more than what they need to do which increases the company’s productivity.

2.     
Effective
and efficient workers producing high quality products and services within the
budget is a profit for the company.

3.     
The
Level of staff turnover may decrease to a certain extent which means the cost
for recruiting and labor will decrease as well.  (Plessis, et al., 2016)

Performance Management and
Appraisals is also one of the jobs of the HR
department. It is connected to other HR activities like training and
development, compensation and benefits and talent management because appraisals
are based on the outcomes of these activities. Performance management are
expensive because of the amount of time each manager has to spend with each
employee for appraising and discussing employee performance. It is a big loss if
the results from these are not used and HR managers should make these processes
transparent, clear, fair and consistent all throughout the organization.

As have been mentioned earlier, the
HR department is involved from recruitment to retirement of an employee. In the
case of Employee termination, it is the role of HR to make sure that the
employee has followed all legal requirements in the employment and labor laws
before making the decision to terminate an employee and that the worker’s
rights are maintained during the process. HR can help minimize the future
damage on both sides and lead the conversation regarding the process of
termination but it cannot take responsibility or ensure a pleasant involvement
for anyone. (Kursmark, 2017) (Scott, 2017)

THE IMPACT OF UK’S LEGISLATION ON HRM TODAY

 

Due to Brexit the UK can possibly
replace and revise their Employment Law because many of these are from
the EU requirements as part of their union. From anti-discrimination rights,
collective consultation obligations, transfer of undertaking regulations,
duties to agency workers, family leave entitlements and working time regulations,
the UK can make a wholesale change but according to Charles Rae, an employment
partner of Shoosmiths, “the wholesale change seems unlikely as the government
will be loath to change or remove laws that have been widely accepted and
valued.” And according to Ben Willmott, CIPD head of public policy, Brexit will
not cause much of a change in regulations regarding employment, health and
safety laws because the UK and Europe doesn’t have much of a difference when it
comes to it. (Frith, 2016)

Data Protection

Data Protection Act 1998 sets the
rules and regulations that must be followed when collecting and processing
information about customers and employees of the organization. It also grants
rights to the individual where you have gotten information from to correct and
delete, make requests to those who processed their information, prevent
processing, refuse direct marketing, veto automated decisions and receive
compensations in case of a breach in the Act. (Bange, et al., 2012) It is important for
HR to know these legislations so the organization will not face legal charges
in the future. Ignorance will never be accepted as an excuse in the eyes of law
so therefore it is best to be educated.

 Equalities Legislation

Every business and HR department
must be aware of the Equalities Act 2010 which was enforced last October 1,
2010 as an aim to provide a simpler, consistent and effective framework for
protecting people against discrimination. Under the protection of this Act are
people underage, people with disability, transgenderism, race,
religion/beliefs, sexual orientation, gender, marriage and civil partnership
and pregnancy and maternity. (The University of Sheffield, 2017) Any act against
people under these categories is punishable under the eyes of UK and EU law.

 

Employment Disputes and Tribunals

Before an issue between employer and
employee goes to the Employment Tribunal, it will first be handled internally
in the organization. Parties involved will be dealt with privately and as
peaceful as possible. A process of negotiations and compromises which settles
in an agreement between employees and employers may occur but if this does not
work out, the Employment Tribunal will be involved. Some common cases that are
heard in this court are cases on unfair dismissal, discrimination and unfair
deductions from pay. (Thiruchelvam, 2017)

 

TASK 2

STAGES IN RECRUITMENT AND SELECTION OF STAFF IN
A SELECTED ORGANISATION AND CONSTRACT A NEW STRATEGY

 

Recruitment and Selection is vital
to an organization’s success. When done right, it can reduce the business’
turnover rate by carefully deciding the right person who can carry out and
achieve the goals the company has set and putting that person in the right job
available. This is exactly what Google’s main objective in recruiting and
selection is – “finding the right person for the right job who is also right
for the company.” (Bhatt, 2016)

Google’s Recruitment and Selection
process:

1.     
Recruiter
Screens – Google’s recruiter checks every resume submitted to them for
education, experience and technical requirements depending on the job available
or the job you’re applying for.

2.     
Phone
Screens – The recruiter contacts the selected candidates through the phone and
explains the processes to be done and tells him/her what to expect.

3.     
Onsite
Interview – The first interview will be with 4-5 Googlers for approximately 45
minutes each candidate. The Googlers will give applicants technical problems to
solve which may include white boarding a design or coding a solution.
Candidates may also be asked out-of-this-world questions like “How many golf
balls would fit in a school bus?” or “How much should you charge to wash all
the windows in Seattle?” but Google cares less about the right answer but more
on how a candidate thinks. They ask these questions to test psychological,
psychometrical and aptitude.

4.     
Interview
Feedback – After the interview, a feedback is sent to the Hiring committee
about the candidate in a standard format with a numerical ranking assigned.

5.     
Hiring
Committee – Consists of Directors, senior managers and experienced employees.
The committee reviews everything about the candidate from their resume, work
experience to the feedback submitted and then decides all together on who to
hire.

6.     
Executive
Review – Senior Managers review resumes and offers made to the candidate.

7.     
Compensation
Committee – Determines and calculates the total compensation to be offered for
the job.

8.     
Final
Executive Review – The top Executives review all the employment offers to make
sure they are hiring the right people for the company.

9.     
The
offer – The recruiter will give candidates the offer and explain all the
details relating to it.

(Bhatt, 2016)

When it comes to requirements,
Google looks for people who have qualities like Leadership, Role-related
knowledge and how a candidate thinks. Google looks for people who are
passionate about what they do, people with many talents rather than
specializations, people with love for challenges and thirsty for it and people
who will be an investment to the company long-term. Job descriptions laid out
by Google are also very specific and detailed citing out all job requirements and
work roles.

New Strategy

Instead of having quite a long
recruitment process, having the Top Executive Directors be the one to do the
interviews would be less time consuming and more time saving. Directors will
get to know the candidates themselves and be able to decide after 2-3 different
kinds of tests if the candidate is the right person for the company or not. The
Directors may be busy with more important stuff but Google takes their hiring
process very seriously so definitely Directors will be able to make time for
recruiting and selecting new employees.

 

THE WAYS ORGANISATIONS MOTIVATE WORKERS

EXEMPTED

 

 

THE LINK BETWEEN MOTIVATIONAL THEORIES, JOB
EVALUATION & REWARDS

 

Motivation is simply a person’s
willingness or driving force that enables them to act or behave in certain
ways. (Pathak, 2011)  Motivated employees are needed in order for an
organization’s human resources be used to its full potential and for the
company’s goals to be achieved.

Content Theories – Focuses on the factors within a person that drives, energizes,
sustains, directs and stops behavior. It talks about the individual needs of a
person that must be met in order to motivate them. This includes Maslow’s
Five Level Needs Hierarchy, Alderfer’s Three Level Hierarchy (ERG), Herzberg’s
Two Major Factors and McClelland’s Three Learned Needs. (Stotz & Bolger, 2017)

Process Theories – Provides an analysis and definition of how to drive, energize,
sustain, direct and stop behavior. This includes Reinforcement, Expectancy,
Equity and Goal Setting. (Stotz & Bolger, 2017)

Because each individual is unique,
their needs and priorities are also unique; so the implication in content
theories is that managers need to understand the different needs, goals and
desires of each of their employee in order to attain them and let the employees
motivate themselves. While in process theories, the implication is that each
individual reacts based on preferences, accomplishments, rewards and
compensations so managers need to understand how to use these to successfully
motivate their employees. (Stotz & Bolger, 2017) Creating a
motivational program that is equitable and will likely give a desirable outcome
to direct employee behavior is one example of process theory in action.

There are two kinds of rewards: Intrinsic
and Extrinsic. Intrinsic rewards is the satisfaction one gets from
accomplishing a certain job or goal. It is self-administered and comes from
within. Extrinsic rewards are those of external value, i.e., bonus, pay,
promotion, tangible awards and fringe benefits. (Stotz & Bolger, 2017) A combination of the
two in one organization is a great benefit for all employees and employers. A
balance between intrinsic and extrinsic rewards will satisfy all types of
individuals working under one governance. This has a good impact on the
organizational performance of the company as a whole because everyone is
satisfied with where they are and what they do which lessens employee fights,
misunderstandings and unions from forming.

So what rewards can an organization
use to motivate their employees?

1.     
Profit
Sharing – could be in macro or micro basis. Where a company designates a
percentage of annual profits down to the employees (or executives) either in
the form of stock and bonds or straight cash.

2.     
Job
Evaluation – a systematic assessment of the worth of jobs existing in the
company that is relative to its core functions. Comprehensive analysis of each
positions responsibilities, tasks, skill requirements and knowledge is used to
determine the value to the employer.

3.     
Pension
Schemes – where an employee saves some of the salary he receives during his
working life so when he/she retires of works less in the future, he/she will
still have income.

 

TASK 3

COMPARE THE EFFECTIVENESS OF
DIFFERENT LEADERSHIP & MANAGEMENT STYLES IN DIFFERENT ORAGNISATIONS

 

Each organization has a different
approach to leading and managing their business. This depends on the size of
the organization, the financial position and even the situation or trials they
are currently faced with.

When it comes to Nike, as the
world’s number one, leading brand in producing sports and shoes equipment and
apparel, Mark Parker, the CEO of Nike has been more relaxed and less fierce in
the industry. (Blazek, 2016) He focuses more on how to make the growth
advantageous for the business instead of it ending up killing the whole
company. For this reason, Nike’s approach to leading and managing is a
combination of Supportive, Democratic and Autocratic. Parker hones the ideas of
his employees and supports and encourages them to continuously look for
improvement and to adopt to the environment and be on offence every time there
is a change in the market. He is directly involved in developing new
technologies and is personally involved in innovative approaches as shown when
he helped his staff reduce 350 new ideas to 50. (Blazek, 2016) Despite the relaxed management, Nike
does not forget that it is number one in the world, hence why Parker changes
his leadership and management style depending on the situation. A top-down
approach is his go-to when something needs to be done fast and hard. Ideas can
come from the bottom but the support and decision comes from the top. (Blazek, 2016)

Compared to Nike, Adidas is more
aggressive and fiercer in the market as they are second to Nike in the sports
industry. This is why their management and leadership style is a combination of
Autocratic, Bureaucratic, Democratic and Charismatic. Herbert Hainer, the CEO
of Adidas believes in being passionate in the department you are in. He
believes in treating each department as the manager’s very own small business. (Runau, 2016) Hainer was always
seen in campus, employee restaurants, walked through hallways and was always
very approachable. These are characteristics of a charismatic leader who lets
his people participate in decision making and respects their ideas as well as
genuine in building a relationship with those under him. Remembering that they
are only in second place, Hainer is also very strict when it comes to company
policy and rules. He makes sure that his employees all follow his ideals so
that they can effectively work better together. He directly handles hiring of
new employees and is also stern on kicking out unproductive staff. (BGOGG4, 2008)

As shown above, the different leadership and management styles has
a great effect for each business. Both organizations are successful in their ventures
and receive not only extrinsic but also intrinsic awards in terms of
certificates of achievements, monetary awards, promotion and even bragging
rights.

 

EVALUATE THE IMPACT OF EMPLOYMENT-RELATED
LEGISLATION ON EMPLOYMENT TERMINATION ARRANGEMENTS BY ANALYSING TERMINATION
PRODECURES USED BY YOUR ORGANISATION

 

Adidas Group is a big believer of employee rights and equality. It
states in their employee standard handbook that they will not partner with a
company who performs in Child labor, Forced labor and Discrimination. (Adidas Group, 2013) Decisions about
hiring, benefits, salary, training opportunities, work assignments, discipline,
advancement and termination must solely be based on ability to perform the job
and not on personal characteristics, race and place of origin, gender, sexual orientation,
beliefs, disability, association membership, parental status, marital status or
political opinion.

In Adidas, there are three ways an employee contract may be
terminated; Resignation, Dismissal and Layoff. In the case of resignation, a
notice is appreciated at least one week before or what the statutory state law
says. (Adidas Group, 2018) Adidas has an exit interview where an
HR representative request you to attend via email and this is where the reason
for termination is given. It is also the opportunity for the ex-employee to
raise suggestions, concerns and questions. The Status on your Health Benefits
is also effective until the last day of the month termination occurred.

Adidas places a high value on their employees’ performance
feedbacks and they also provide a lot of trainings to further their career so
getting terminated unfairly is highly unlikely because they base their
decisions purely on performance. (Adidas Group, 2018)