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So how do Sainsburys plan? Sainsburys Human Resource department analyses the future of the company's Staff, by

Extracts from this document...

Introduction

On Of Introduction............................3 - 4 HR Planning............................5 - 8 Recruitment and Selection...........9 - 14 Training and Development..........15 Motivation theory.....................16 - 21 Conflict between functions..........22 Health and safety......................23 - 24 The human resources department within a business looks after the labour side of the organisation. This sector is what used to be known as the personnel department, and deals with all aspects of the structure, recruitment, appraisal, selection and training of the workforce. The human resource department is also responsible for looking after the general welfare of the employees, implementing health and safety legislations at work and dealing with disputes, appraisals, complaints and grievance procedures that may arise. Human resource management is the management of labour within a business and involves a few factors in which help keep the human resources department well organized and maximize on efficiency. These are: Organizational strategy- To ensure an efficient HR department, the strategy of the HR department must somehow fall in line with the strategy of the business. The Human resources manager needs to communicate with other departments to ensure that the HR stays intact with the company. Human resources planning- This is the development of a staffing strategy that will meet the future needs of the organisation. This ought to ensure recruitment of the right people for the right jobs at the right time. To effectively plan for the future of human resources, the department must ask itself the following questions: 1. Are we using our human resources well? 2. Are the right numbers and type of people doing the things that need doing? 3. Do we have the people we need to satisfy our future requirements? Selection- The maintaining of a recruitment policy that makes sure that the needs of labour that meets needs caused by retirement, maternity leave, resignations, promotions or business Expansion. Performance appraisal- is the appraisal of an employee's performance to make sure that the level that the employee is working is kept up with the needs of the business. ...read more.

Middle

I feel that this is a vital part of the application form that they are missing out, as they would then be able to select future employees from their interests and out of work activities as well as their in work achievements. It also shows what kind of person they are employing; you get to know the applicant before you even employ them. This will have a positive effect as it will show how willing, confidant and motivated the hopeful applicant is in real life. Training and Development are currently big issues for many businesses in most parts of the country, especially where there are low rates of unemployment. Moreover, more and more businesses are realizing that if they fail to invest in training and development they will become uncompetitive. Training staff that have recently been employed must be done efficiently using various different approaches and styles of training that obviously have to suit the needs of the company. An efficient training program would have the following positive affects: * A reduction in the number of employees needed * Staff are able to use more modern technologically advanced systems such as computers. There is a definite need for training in a business that wants to succeed in today's competitive working environment. The three main things a business has to train there staff for are: * Technological advancements * Changes in consumer needs * Competitive pressure This means a business must constantly be evaluating and organizing what the company's different needs are for different skills (e.g. IT.) Therefore, making training of staff an ongoing process throughout an employee's career. It is the role of the human resources department to monitor the training needs of the organization and the individual employee, but to also provide this training as and when it is required. The following training needs may arise through an employee's career: * Organization of induction courses to introduce new employees to the goals and workings of the organization, and their particular job. ...read more.

Conclusion

The human resources have a duty to their employees to keep them a safe and healthy as they possibly can. This can be done using training programs/courses, or providing safety equipment such as gloves or helmets etc. Their also can be posters put up around the work place to remind the employees of how to use equipment safely, or charts to remind them of how to use certain chemicals and hazardous substances. Having a well managed health and safety function in human resources department, the company's employees are going to feel a bit more motivated as they will feel that they are cared for instead of being just a number that can be replace. In 1993, new regulations of the health and safety act came in to place due to Britain joining the E.U. These regulations below were introduced purely to tidy up and clarify existing regulations. The regulations include: * Management - The assessment of risks, the planning, organisation, control and monitoring of health and safety at work, and setting up of emergency procedures. * Provision and use of work equipment - Suitability of equipment, employee training and regular maintenance. * Manual handling operations - assessment of hazardous operations, correct procedures especially for heavy loads, training if necessary. * Workplace conditions - Ventilation, temperature, lighting, toilets, washing facilities, canteens, rest areas, clear passageways, ability to open and close windows. * Personal protective equipment - must be provided, maintained and stored correctly, employees to be instructed and trained in use. * Display screen equipment - Workstations must be assessed for possible risks, comply with minimum standards; employees to receive free eye tests, rest periods and training. The act is reinforced by the health and safety executive (HSE), set up by the government. Inspectors appointed to by the HSE have the power to enter and inspect workplaces. Legally binding improvement orders can be issued, and in some cases prohibition orders which require the immediate cessation of an unsafe practice or process. The HSE also issues the codes of good practice to employers. ?? ?? ?? ?? Page 1 of 26 ...read more.

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