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

Human Resources - how individuals are managed within an organisation

Extracts from this document...


Human Resources Contents Page Introduction 2 P1 6 P2 9 P3 26 P4 27 P5 33 M4 36 M5 39 M6 40 M7 42 M8 43 Bibliography 44 Human Resources Introduction People are an extremely important resource for any organisation. To be a successful business you need to employ staff with the right qualifications skills and experience. The employees of an organisation are collectively known as its human resources, in many organisations, both public and private, the human resources department is also known as the personnel department. However, the difference in name reflects a shift in emphasis from a purely recruitment and welfare role to a greater concern about how to maximise the performance of staff. Human resource management is also an integral part of many job roles. There are many duties performed by a typical human resources department. These duties include drawing up and implementing equal opportunities and health and safety policies, staff consultation, negotiation, appraisal and staff development, as well as training, recruitment and selection of staff. They are the most important resource in the production of goods ands services. Many aspects of the employer-employee relationship are covered by legislation. However, employers are recognising increasingly that good human resource management practice, which goes beyond the letter of the law, can generate benefits for both the organisation and the individual. The role of human resources Human resource management involves managing a range of roles relating to people employed by a business including: Recruitment - The personnel department must advertise accordingly and try to attract the "best" candidates for the job, and the recruit the "best" applicants. If the wrong person is recruited, and then finds the job boring or too difficult, then the business will not get the most out of its human resources. Also where employees need to be flexible and autonomous and where direct control over employees is difficult, recruitment is becoming more and more important. ...read more.


she says she likes socialising, which may be a downfall as she may need to come in any day of the week. Miss Hill has no previous experience. From the CV her GCSE grades are not excellent, however, she has passed English and maths, and has computer skills. I am not sure how well she can communicate with people of different ages, as I have no evidence that she can. However, as she is young she may find it easier to communicate with the student, but she must be able to communicate effectively with the adults as well. She also has a young child, so she may know how to get on with the younger generation in the school Miss Hill has a young child, which could mean that she will need time off work to look after it. She states that her mum could look after the child at the weekends if necessary, however, her mum may not be available in the week if the child is unable to go to playgroup. So it may cause difficulties in the future, as she may have difficulties finding someone to look after the child or she may have to take days off. P4-Contract of employment Once a business has selected an employee, the successful candidates must be appointed. Once appointed. Employees are entitled to a Contract of Employment. This is an agreement between the employer and the employee under which each has certain obligations. It is binding to both parties in the agreement, the employer and the employee. This means that it is unlawful to break the terms and conditions in the contract without the other party agreeing. As soon as an employee starts work, and therefore demonstrates that she accepts the terms offered by the employer, the contract comes into existence. It is sometimes a written contract, although a verbal agreement or implied agreements are also contracts of employment. ...read more.


This growth largely reflects the advantages of Leicestershire as a central location for distribution Industrial sectors Leicestershire TEC area Leicestershire county Leicester city Rutland 1999 Employee estimates Number % Number % Number % Number % Agriculture & Fishing 3,100 0.8 2,700 1.2 0 0 400 3.5 Energy & Water 9,200 2.3 5,600 2.4 3,200 2.1 400 3.5 Manufacturing 102,600 26.0 64,300 28.1 36,300 23.8 2,000 17.4 Construction 14900 3.8 10,000 4.4 4,300 2.8 600 5.2 Distribution, Hotels & restaurants 83,000 21.1 51,100 22.3 29,200 19.1 2,700 23.5 Transport & communication 23,100 5.9 16,100 7.0 6,500 4.3 500 4.3 Banking, finance & Insurance, etc. 54,800 13.9 28,100 12.3 25,600 16.8 1,100 9.6 Public administration, Education & Health 85,900 21.8 41,900 18.3 40,600 26.6 3,400 39.6 Other services 16,600 4.2 9,300 4.1 6,900 4.5 400 3.5 Total employees 393,200 100.0 229,100 100.0 152,600 100.0 11,500 100.0 M5 - Analysing the recruitment documents I think I should have spaced out the application form a bit better and left more room for the forenames and surnames. On the application form I didn't put a space for sex, this should have been entered, as some people may see it as not giving equal opportunities. I think that it is of a good size, and the font is neither too small nor too large, however, if there had been more spaces left, then it may have been easier to read. There is not a final section asking for a supporting statement. This does not give the applicant opportunity to sell themselves. I should have put some spaces in the "Employment History" section for reason for leaving the job, and also how long they had been at their last job for. This would have given me some indication on how willing they are. Also if I had left space at the end of the form, there would have been space for the candidates to sell themselves, also giving me more information to base my questions on at the interview. There should have also been more space for them to fill in information about their education. ...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. Human Resources Assignment - Sainsburys.

    In Sainsbury's Trading Division, teams of individuals work cross-functionally with other colleagues. Also with many suppliers, but they do this with one objective, which is to deliver the best possible high-quality products. The trainee will develop their negotiation skills, influence, IT and awareness.

  2. The Boots organisation is a public limited company (PLC).

    - Qualifications Certain jobs in Boots require a certain qualification, this qualification is clearly stated to prevent time wasting - Experience This will be quantified, as it will have a bearing on the expected salary level of the job. - Fringe Benefits Some of Boots job advertiser may wish to

  1. Customer service within the travel and tourism industry

    We maintain customer loyalty be doing extra duties such as making courtesy calls, checking to see if guests have settled into their room, and offer to bring any beverages they may want from the bar to their rooms. Furthermore, we maintain customer loyalty by introducing promotional activities for new customers,


    relaxed and ask a question such as 'Did you find it easy to get here today?' etc. But on rare occasions the interviewer may deliberately 'put you on the spot' and make you feel uncomfortable. Asking Questions- The next stage is to ask the interviewee a set of predetermined questions.

  1. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    Make Profit Profit is very important to Tesco. To survive as a business and be able to produce more quality product then profit will be more important. Planning and monitoring help them if there is a need advertised what they sell into the media, choosing a location, providing quality products

  2. Building Effective Teams.

    It is considered bad form to withhold or ration information that could be useful to team members. Information is seen as empowering the group, not any one member. Feedback is serious business. Team members must provide each other with feedback about whether their performance enhances the team's performance or impedes it.

  1. Boots has a policy of retaining good staff; this is because the recruitment and ...

    The employment legislation ensures businesses follow minimum standards for employees. There are four main laws - The Race Relations Act 1996 (against discrimination on any grounds) - The Sex Discrimination Act 1975 (against discrimination on grounds of gender) - The Employment Rights Act 1996 (covering rights of employees)

  2. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    Wages and salaries - Another thing that the finance department deals with is the staff wages. A system has been set up so that staff at Alton Towers to ensure that each member of staff is paid correctly. Each of the employees is each given a clock in card.

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