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Advising a small business on HRM planning. As the business was growing there was no formal Human Resources Planning and it was the right time to built Human Resources Management team in order achieves the objectives and goals.

Extracts from this document...

Introduction

Introduction: Tibet Travel is a holiday company which was set up in 1990 by Mr Amar Akbar Anthohy. Using his savings Amar opened a small bucket travel shop near the High charted flights tickets to three major destinations in Tibet - Tumbai, Theli, and Toa. The business developed quickly. Amar was able to invest in the business and opened new travel shop in Birmingham and Manchester. Amar. As the business was growing there was no formal Human Resources Planning and it was the right time to built Human Resources Management team in order achieves the objectives and goals. The outline to Mr Anthony will go through the following tasks: Task 1) Human Resources Management Role a) Important role and purpose of Human Resource Management as distinct from personal management. The best people and talent can come from anywhere. Get them before your competitors. People are a critical success factor in any business. Successful companies invest systems and processes designed to ensure that their employees are engaged and have the necessary skills and experience to meet business objectives. The role of the HRM is the crucial one of being the driving force of the company. The stages that the resources called 'human' go through can be listed in the below ranking: - Plan - Find (recruit and hire) - Bring it up (train - appraise - train) - Keep it (motivate) Torrington and Taylor (2005) define HRM which first employee working people and the organisation which uses their skills to agree about the objectives, secondly ensures the agreement is fulfilled. On the other side of organisation Personnel Management direct their effort at the organisation's employees: finding and training them, arranging for them to be paid, explaining management expectations, justifying management's actions etc. HRM is something qualitative different from a personal management approach. Personnel management is essentially workforce centred while HRM is resourced centred. The function of personal manager usually begins with the staffing process. ...read more.

Middle

The analysis process identifies also the duties and responsibilities the additional employee will be carrying out. -information about the task -responsibilities -context of jobs Amar has to talk to his store managers, ask them to asses how much time his people spend on the phone, how much time they spend in checking the flights schedules and connections, how many people they talk to every day etc. By doing that Amar will know what job involves and what the will expect from the recruitment. Job description: it provides essential information to organisation and potential employee. Tibet Travel Ltd should know they are expecting from they employees, qualifications and qualities they must have to suit to the company. Job description for Tibet Travel Ltd should include: - Job title: for example: Customer Care Specialist - Purpose of job: to receive and handle customer requests via telephone and / or visits in person. - Responsibilities: maintains clear, detailed and up to date records of all clients. - Tasks: what employees are expected to do in order to carry out their responsibilities? - Qualifications required as it mentioned by Amar, Tibet travel needs to employee high quality staff. - Economic conditions: Tibet-travel offers to the successful candidate/s a competitive salary and bonus payment based on performance. - Personal specification: on this stage Tibet Travel will be looking for an "ideal" profile of the candidate that they wish for the job. That means that the candidate that Amar wants to employee will have such as knowledge, skills, qualifications and experience in order to do the job efficiently and effectively. - Job Posting Process: internal employees may be capable and suitable to take over the proposed additional post. Thus the chance is to be given to the internal employees before hiring a new one. This could be in the cases of promotions to higher positions and at the same time for Amar and its company it will cost cheaper. ...read more.

Conclusion

Safety needs Safety needs are felt by people who feel threatened, either fear of physical danger, or deprivation of basic physiological needs. The operation of safety needs is in evidence in attempt to seek job security, insurance, pensioner benefits and so on. Love needs These needs are related to the social nature of human relationship. Esteem needs These needs are concerned with awareness of self importance and recognition from others. Satisfaction of esteem needs produces a feeling of self confidence, prestige, power and control. Self actualization This is desire for self fulfilment. Every one wishes to achieve what they can. After finishing other needs they are very to achieve this needs. Task 6) Legal aspects of employee a) evaluate exit procedure b) analyse selection criteria for redundancies It is concerned with providing those working conditions that employees believe are necessary in order to maintain their commitment to the organization. The objective of maintenance is to retain people who are performing high levels. This requires that the organization provide staff and healthful working conditions and satisfactory labour relations. Reasons for leaving: * Retirement * Pressure and Stress Factors for stress in organization are work load, difficult boss or unfavourable supervision, unrealistic deadlines and lack of participation in decision making then they are not interested in working so they leave from work. * Lack of delegation and autonomy They not like to delegate authority to carryout work. Then workers feel that they are slaves. * Bad leadership If there is task oriented leadership and strict control, workers won't retain long time. * Worst working conditions and environment When they haven't got satisfaction through motivating factors, they will never be longer. And if they not act according to the health and safety policies workers leave from organization. * No career opportunities If there is no promotions and enhancement on job they will never be long or any * Low pay * Discrimination Discrimination occurs on promotion, leave and benefits. Management considers own profit. So they act for someone who loyal to their fraud and their activities. ...read more.

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