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Accurately describe the responsibilities covered by the human resources function in the business, showing a thorough understanding of the importance of these resources to the business.

Extracts from this document...

Introduction

Gurpreet Birdi Unit 4: Human Resources E1: accurately describe the responsibilities covered by the human resources function in the business, showing a thorough understanding of the importance of these resources to the business Human resources department's main purpose is to recruit, select, train and develop staff, deal with redundancies, wages and salaries administration and look after staff welfare, health and safety and security. This mean that the human resources department has to focus on finding the right people, training and developing them so that they can achieve their maximum potential, high levels of morale and motivation. The main role of a personnel department at WHSmith is to manage the human resources. The human resources department at WHSmith has many different job roles. The different job roles that the HR department focuses on are training and development, personnel and pay rise. These include: 1. Recruitment: this involves replacing candidates or refilling the candidates with new vacancies if the business is expanding. 2. The Selection Process: this involves interviewing the right candidate for the job. The interviewer would be successful if they have good experience and has the good qualifications. 3. The Staff Records: this involves keeping records for every employee working in the past and present. The records are kept on a computer database. On the record the details shown are the employee's name, address, date of birth, current job and salary etc. 4. Training: this involves developing the employee's skills and achieves higher qualifications so they can be promoted in a different department. This helps them with more responsibilities and improves their efficiency. 5. Redundancy: this involves when the company finds out that it has too many employees for the work. If this were the case the company would need to get rid of the employees. This will only occur if the company stops trading or when it still does trade but doesn't require some of its employees. ...read more.

Middle

The second activity they do is a selling activity. They basically have to sell a few products to the manager. In this way the manager can see how good they can be with the customers. And lastly the last activity they do is a group activity where they get 10 different names (basically with different backgrounds etc) and they have to pick which one should survive. The interview basically lasts for 3 hours. Gurpreet Birdi E4: identify key aspects of the business's training and development programme and explain its importance to the performance of the business Training and Development at WHSmith Training involves employees that are being taught new skills or improving skills that they already have. Development approaches the individual and his or her motivation from a different angle from that of training. When training the individual, this enables to contribute to meet the objectives of the business better so that the personal department is more concerned with enabling individuals to develop themselves in the way that best suits their individual needs. WHSmith has written a document to ensure that employees at WHSmith understand WHSmith policies that will help protect the employee, customers and the company. This will help the employee to be familiarise with the rules and procedures that WHSmith offers. As with most policies and procedures, there is a lot of important information that the employee will need to be aware of. Employee's and WHSmith's customer's safety and well-being are paramount because of the manager or members of the Regional team. These people check personal files to ensure that every employee has received the appropriate training and have signed any documentations that are relevant. Age Restricted Product: This deals with selling products with restricted age group. This means that the laws should ensure that WHSmith will be able to offer clear the guidance to customers about the suitability of specific products detailed. ...read more.

Conclusion

There may be better conditions that will be asked for in the following years. Evidence of this can be seen in wage claims, which are aimed to be above the rate of inflation in some businesses every year. Job enrichment may also be expensive for many firms. In addition it is likely that any benefits from job improvements will not be seen for a long time and that businesses will not be able to continue with such a policy in periods of recession. Surveys that have tried to reproduce Hertzberg's results have failed. This is because different techniques have been used. From this there is a problem that problem is by relying too much on what people say they find satisfying or dissatisfying at work as this is subjective. On the other hand if individuals feel happy and satisfied when they are at work then they tend to see it as their own doing. Gurpreet Birdi WHSmith influenced by Hertzberg two-factor theory: * Hygiene Factors: The hygiene factors are based on the need for WHSmith to avoid the unpleasantness at work. If these factors consider to insufficient by employees at WHSmith, then they can cause dissatisfaction with work. WHSmith will be affected by these hygiene factors: 1. Company policy and administration 2. Wages, salaries and other financial remuneration 3. Quality of supervision 4. Quality of inter-personal relations 5. Working conditions 6. Feelings of job security. * Motivator Factors: Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. WHSmith motivator factors include: 1. Status 2. Opportunity for advancement 3. Gaining recognition 4. Responsibility 5. Challenging or stimulating work 6. Sense of personal achievement and personal growth in a job. Applying Hertzberg's model to de-motivated workers: What might the evidence of de-motivated employees be in WHSmith? 1. Low productivity 2. Poor production or service quality 3. Strikes, industrial disputes, breakdowns in employee communication and relationships 4. Complaints about pay and working conditions. - 1 - ...read more.

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