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Importance of Human Resources Management

Extracts from this document...

Introduction

Unit-4 - Human Resources Management Introduction: I have been asked to choose a particular business, which assesses the management of a Human resources department. For this report, I have decided to choose Ford Motor Company. I will be looking at how Ford Motor Company looks at its employees and how it focuses on the four functions of this department, which are Human resource planning, Recruitment and selection, Training and development and Performance management. Methodology: This report discusses on how a company plans and carries out the Human Resources department therefore it would be better to carry out the Secondary research where the research is carried through different standards such as Internet where it will be useful to extract information about the functions of the Human resources in depth. It would be efficient enough to carry out the advertisements through the leaflets, newspapers, brochures etc. Primary research is the research that is original and is obtained manually involving range of methods, such as questionnaire and surveys. For Ford it is important that they find out the rate of high unemployment in a certain area. They can carry out this by creating surveys but it is not the Company's duty to find this particular information out they can obtain this information from the National Statistics Office (NSO) and they can use the information to carry out the planning for the future but this again is a form of secondary research. Ford History: Ford Motor Company entered the business world on June 16, 1903, when Henry Ford and 11 business associates signed the company's articles of incorporation. Few companies are as closely identified with the history and development of industry and society throughout the 20th century as Ford Motor Company. Ford Human Resources Department: Ford has different associations around the world. A global diversity program was created to support the employee's community around the world. All the needs and resources are accomplished for the employees to give them a bright future at Ford. ...read more.

Middle

Rewards and other motivational awards should be given to the employees such as 'bonuses' and also the term 'Performance-related pay (PRP)' where pay is linked with measuring performance of individuals, pay says something about the suitability of the employee's work behaviour, it conveys what the organisation thinks of the person's behaviour. It also increases their income so more luxuries and more requirements can be accessible. This basically increases the level of encouragement and also increases the level of self-confidence of the employees to do even better. However, giving rewards and benefits to the employees could increase extra cost on their salaries it could lead to high expenses, Ford would want to keep giving the rewards to the employees but at the same time they would want to encourage those employees to work hard which could benefit the company itself. Performance measurement: The judgements could be made by examining the quality of the output, which was been desired and expected. Performance: The Performance is judged by the outcome, for the employee in Ford motor Company, the performance for the employee in the product department can be evaluated by the testing the car to check if it is working properly or not or does it meets the user requirements. However, there are many variables affecting the outcome, where the performance of the individual can be difficult to achieve where good teamwork is required. Quality: It is important to consider quality as well as quantity. A production line worker might be achieving high output figures but skimping on quality; a secretary might spend hours filing but have an inefficient system. Performance statistics are not much use if they cover inefficiencies that will reflect badly in the future. Profitability: To ensure quality is important but also making profits are important where the selling of the goods should be at narrow margins. Self-Evaluation: Self-Evaluation is very important for individuals. ...read more.

Conclusion

This creates more value for the business and the employees. Training and development is an essential function than the others because these functions can cause possible conflicts in a business like: Human Resource planning is the process of planning an organisation's future personnel requirements. It is needed so a firm can assess its current status with observing its employees and arranging its future strategy. It is not only used to consider the amount of employees but also the mix of skills that are required in the future so the organisation can meet its objectives. It has many conflicts with other function, it may have problems making the right decision problems. Recruitment and selection is the process of filling job vacancies by hiring new employees. It usually involves replacing those leaving but sometimes due to the creation of a new job. This could cause conflict with the training and development process as new staff needs to be inducted where more planning and training would be needed leading, to high costs. Performance Management is the procedure for developing and monitoring employees to ensure that they meet both employer and employee goals and objectives. Performance management procedures may interfere with the intentions of the Training and development process which seeks to train within specific areas for the good of the organisation and not necessarily the individual. Examples of how training and development is carried out: Management development: Management development is an activity that sets out to ensure that the organisation has the required managerial talent to face the present and future with confidence. It is concerned with improving the performance of existing managers, giving them the scope for personal growth and development, and makes appropriate provision for the future replacement of managers. Career Management This activity is complimentary to management development and it is concerned with planning and shaping the path which people take in their career progression within the organisation. ...read more.

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