• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Hanson Ltd HR planning.

Extracts from this document...


Human resources planning The role and responsibilities of the human resources function is to deal with people who work, and those wish to work, in a company. If you look at larger and bigger organisations have a specialist human resources department, below I have summarised the work carried out by the human resources. As a company expands or as its employees retire or leave for other jobs, new staff has to be recruited. The role of human resources in recruitment is to inform potential employees that there are vacancies available. Following the advertising of these vacancies. Human resources staffs work with their colleagues from the departments with the vacancies to select the best applicant for the job. The new staff will be given training. All employees benefit from training, so the human resources department also provides training opportunities for existing staff. Human resources work is also concerned with staff welfare. High levels of motivation lead to a happy and contented workforce, which in turn leads to high - quality output being produced. Human resources staffs are involved in ensuring that minimum health and safety and other standards are met, and they may also be asked for help by employees facing work -related or personal problems. ...read more.


The short list is drawn up by eliminating those applicants who don't meet the person specification: for example, they may be regarded as too inexperienced or overqualified. Laws relating to racial and sexual discrimination, and discrimination against people who have a disability, must be observed. The Interview At an interview the interviewer can: 1. Check whether the person's communication skills are up to the required standard. 2. asses the person's social skills 3. check their physical appearance 4. see how confident the person is 5. discuss information on the application form 6. Judge whether the person will work effectively with colleagues in the department. The interviewee can: 1. discuss future prospects 2. check the working conditions 3. ask about training and other opportunities 4. judge the friendliness of the existing staff 5. see the facilities available Selection Tests Some companies run a series of tests to help decide which of the sort- listed applicants is most suitable for the post. * Intelligence tests are designed to check an applicant's mental abilities, and may involve testing verbal and numerical reasoning. * Personality tests try to discover an applicant's personality and beliefs in an attempt to find out whether he or she will fit happily into the company. ...read more.


of social, self - fulfilment and ego to improve the performance of their business employees but we must also appreciate that these theories not all of them will be the same in all the areas of the business. Some information below is extracted from a business book for info Hertzberg Hertzberg and motivation Another American psychologist, Fredrick Hertzberg, identified what he called hygiene factors in work. These are the basic, essential factors such as acceptable working conditions (e.g. safety, cleanliness, adequate rest breaks, control of noise) that form the foundation for happy and well -0 motivated employees. Ignoring these hygiene factors will cause morale and motivation to fall, leading to lower output from an unhappy workforce. Although hygiene factors need to be present at work, Hertzberg argued that they do not, by themselves, motivate the employees. The motivators for employees include: * recognition- having your efforts at work recognised by people * achievement - the feeling of a job well done * advancement - such as actual ( or possible) promotion * Responsibility - being given the responsibility to carry out jobs a work. From Hertzberg's theories I think employers should take into account all the motivation factors above when considering how best to motivate their staff to improve their performance of their business. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Report: Type of ownership of J-Sainsbury

    This may include personal details of an employee or disciplinary and grievance procedures. Closed communication is when there is information that is only relevant to some. This is similar to restricted communication. Businesses within a formal structure will have formal and informal ways or communicating.

  2. Business at Work - ASDA

    They do this by using channels such as 'The Daily Huddle'. This is when all the teams across all the branches get together everyday and discuss important issues such as results, targets or individual work plans. If anyone needs any help they ask for it here and share their workload out.

  1. Factors to be considered when planning to fill a vacancy and carry out an ...

    Has the appropriate Recruitment documentation been drawn up? Recruitment documentation is another important aspect this includes the job description, person specification, advertisements and interview sheets. Job Description Purpose The job description needs to include the job title, responsibilities and a simple description of the role and duties of the employee within the organisation.

  2. Managing Human Resources in Marks & Spencer.

    Marks and Spencer may also be interested in the pay and earning of people. Earnings are a measure of gross remuneration people receives in return for work done. It includes salaries and bonuses but does not include non-monetary perks such as benefits in kind.

  1. 1. explore the process of recruitment planning

    considered desirable Correspondence with applicants 4.0 All applicants who receive an interview will hear from Boots within two weeks of the interview, irrespective of whether they have got the job or not. A decision will be made within two weeks and the applicant will be aware of the outcome.

  2. Human Resources at John Lewis use labour market information to help them with there ...

    They are also collected for national statistics. John Lewis feel that by looking at statistics for skills and training within the company will allow them to identify if there are any skills shortages and if so training schemes are set up to help employees meet the skills requirements.

  1. How Does Motivation Theory Explain The Reality Of Employee Motivation At Morton's Of Horncastle ...

    Staff may take liberties and stretch the limits. Also with flexible hours, come greater costs. This is because Morton's may have to employ more staff in order to cater for the inconsistent hours that people work. Morton's believes in equal opportunities, and they actively encourage the employment of people with disabilities.

  2. Human Resource Planning.

    Boots would look at recruiting people that who are young, as they want young and active staffs. They would employ young people so they can gradually train them as they go along. By doing this Boots can offer a better service to there customers.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work