• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18
  19. 19
    19
  20. 20
    20
  21. 21
    21
  22. 22
    22
  23. 23
    23
  24. 24
    24
  25. 25
    25
  26. 26
    26
  27. 27
    27
  28. 28
    28
  29. 29
    29

Human resource's at Westminster Kingsway College

Extracts from this document...

Introduction

INTRODUCTION In September 2000 Westminster College merged with Kingsway College to form one of the largest Further Education College in London; Westminster Kingsway College. Westminster College itself was set out on four sites and Kingsway College over three sites. In practice however, Human Resources staff from both former colleges have worked with representatives of the recognised Trade Unions producing harmonise procedures, which went to the governing Body for approval. However, the legislation declared that in such cases colleges should go to the borough where the college had the greatest floor space. This meant a great deal of organisation in all the functional areas of the college, all of which are now in place. The principal Richard William runs the college and under him are five directors including the newly created post of human resources Director. At the management level below, is the personnel Manager for the merged of the college and now (since January, 2001) has responsibility for Training and Development. Before the merger, there was no Human Resource Department, but a Personnel Department whose major function was recruitment and selection and general personal tutor. Training and development and performance management was carried out by a Quality Management Department. Under the new human Resources Director the department now has responsibility for manpower planning, recruitment and selection, performance management and training and development. There is of course another side to reorganisation, which is ensuring that everything is legally managed whenever individual are at risk of redundancy, and this too is a key function of Human Resources Department. In addition Human Resources Management is using staff as a strategies to improve the business performances. This places emphasis on recruiting staff needs, skills and training, in order to get the best workforce to meet the business objectives One of the most important for Human resources manager is recruiting and selecting new employees. Without the right employees the organisation will be unable to operate efficiently or serve its customers properly or make any profits. ...read more.

Middle

Recruitment Consultants and Executives There are various advantages and disadvantages of external candidates: Advantages * There will a much wider range of people from which to choose * Newcomers to the organisation will bring new ideas * Since newcomers are not associated with the old college policies for this reason it will be a good idea to bring people from outside if a change in the college is planned. * They may be likely to be more mobile than existing staff and in a multi-site college this can be very useful for the organisation. * New skills and management techniques may also be obtain from the new staff, which the organisation may adopt. Disadvantages * It very expensive than recruiting internally * It takes time for the new staff to get used to their new jobs, therefore they will not be performing effectively for the initial period Job analysis This is the first stage of recruiting an employee. The College management may gather information by questioning the job - holder or observing the job - holder at work. The information gathered is carefully recorded and analysed. Further information might be obtained through discussions with the job - holder's supervisor. The job analyst complies a description of the main responsibility of the job by asking: * What are the main tasks of the job and how often do they need to be completed * Are any specialist technological skills required to do the job * What mental processes are require to do the job * Is the job holder required to take decision and use initiative * What are the limits of the job holder's authority * Is the output from the job a part or a whole * Does the job holder have to work with others, or control the work of others * What are the required performance standards and how are they measured? ...read more.

Conclusion

In order to meet this need at work, individuals need to be provided with the opportunity to use their creative talents and abilities to the full. Douglas McGregor's 'theory X and Theory Y' The motivation of employees is always the responsibility of the manager. The manager makes an assumption about the employee's basic needs when deciding on a suitable motivation method. Douglas theory suggests that two type of employee exist, each possessing different needs. McGregor also argue that the type of employee a person becomes is influenced by management style. Theory X conveys a negative view of human nature, it portrays employee as lazy, unambitious people who dislike work and need to be controlled through punishment. McGregor state that if employees are treated a if they are naturally inclined to be idle and disinterested and believes that they do not want responsibility, then they will fulfil their role. Theory Y argues that employees are not money motivated but gain reward from the job they do. This theory presents employee as self-discipline, work appreciative people who crave responsibility and creative fulfilment. Theory Y is significant because it suggest that given the right condition and management style employees can be motivated to work efficiently and productively. Both theories will react in contracting ways to different management attempt to increase motivation. The management role is to determine which approach and style should be adopted in order to satisfy the need of the employees. Foe example theory x employee is likely to respond to financial inducement while the theory Y employee will be stimulated by job enrichment, job enlargement, job rotation and quality control circles. Westminster Kingsway management offers pay and working conditions which are both highly competitive and above average. The college is committed to an open and honest management style, which enables employees to be well informed and to understand issues affecting the organisation. Westminster Kingsway College has a progressive and competitive policy on performance and reward, design to recruit, motivate, develop, and to retain high qualified staff. HUMAN RESOURCES ABIMBOLA ALLIU 1 AVCE IN 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. "Managers should do everything they can to enhance job satisfaction of their employees? Do ...

    Direction of Casuality is hard to extablish. It is likely that a reciprical relationship exists. Causality works in both directions. My theory on opportunity cost. Shitty employees are already working hard cause they are afraid of losing job. You want to keep the good employees happy, the ones with the

  2. The purpose of the coursework is to produce an analytical report on how a ...

    This was from asking two people that work for McDonalds, both of them young students, enjoy the atmosphere and the management team, but only work to get them through university or college and don't seem to make a long term career out of it for definite.

  1. Report: Type of ownership of J-Sainsbury

    J-Sainsbury's Human Resources department also aims for all colleagues to be able to work in an environment free from discrimination, harassment and bullying and that all colleagues, job applicants, customers and suppliers should be treated fairly regardless of, race, colour, nationality, ethnic origins or community backgrounds, gender; gender realignment, sexual

  2. Case Analysis: Peter Browning and Continental White Cap

    Competitors began cutting prices to gain market share making it difficult for White Cap to compete profitably. The FDA had recently approved the use of plastic containers requiring plastic closures and many customers were beginning to adopt the use of this plastic.

  1. This report is to investigate Coca Cola Company. On this coursework I will look ...

    1976 to 1990, when she was named manager of the beverage quality assurance laboratory. From 1990 to 1994, Ms. Powell managed the beverage quality assurance group, after which she was named director of the quality standards department. Ms. Powell became director of product development activities within corporate research and development in 1995.

  2. Cohesive team building. I am going to describe how to build cohesive teams ...

    They will assign a leader and start to work on ideas which were formulated through meetings. * Performing- This is where the group starts to perform on a high standard. They are organised based on mutual respect, they debate on ideas because they expect some people to be against some proposed plan.

  1. What is the purpose of management theory? Explain how knowledge to understanding of management ...

    Gantt charts are also used by supervisors and team leaders to schedule team members for various time dependent tasks such as visiting client companies for a sales organization or guard duty for the military. They can also show the activity load of departments or machines.

  2. What are the most important qualities that an entrepreneur needs to possess, in order ...

    For my primary research, I created a questionnaire for Ms Jin to answer, asking her what enterprise skills she considered to be most important. She replied, selecting the following skills as most important: creativity, planning, drive/motivation, and initiative. She remarked that creativity was ?paramount for me because many of my

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