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

The Context Of Human Resource Management.

Extracts from this document...

Introduction

Module 1: The Context Of Human Resource Management 1.1 What is Human resource management? Personnel Management Human resources management is the term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of people within an organisation. The term personnel management means the same thing. Evolutionary Development The sources of personnel management are found in the Industrial Revolution, in the scientific management, industrial welfare and human relations movements, in the development of trade unions and collective bargaining, and the growth of employment - related legislation. Distinctive Management Discipline HRM has 4 goals: - Integration - Employee commitment - Flexibility & Adaptability - Quality 1.2 Write your own definition of work: Assumptions about work & workers: Throughout history, attitudes to work have been influenced by the contemporary social and economic contexts. Edgar Schein (1970) divided assumptions about people and their attitudes to work into 4 categories: - Rational-economic - Social - Self-actualising - Complex - Psychological Schein's categories can be used to arrange people's orientations to work in three main groups: ...read more.

Middle

These challenges stem from: - Demographic trends - Workforce trends - Economic trends - Work/life trends The new worker Rudman observes that workers in the future, whilst needing to have higher levels of education, will bring greater expectations about their work with those qualifications. It is now well recognised that a work/family balance is sought by many people in the workforce, including working mothers. We hear much about the need to operate in a 'knowledge economy'. Knowledge workers are also characterised by a determination to keep learning, and they value employers who provide that opportunity. Thus, the knowledge worker presents challenges to employers in terms of the management and training of such employees. Managing Diversity Enormous changes in the workforce demographic, combined with changes in registration, now provide a need for managers to value diversity and eliminate discrimination in their workplaces. Traditionally, groups discriminated against have included women, disabled people, ethnic minorities and older workers. Equal Employment Opportunities (EEO) ...read more.

Conclusion

Most HR professionals would use a combination of these models at different times. As can immediately be seen, this can sometimes create a tension within the HR role itself. Relationships with other functions There is ongoing debate and sometimes difficulty between line management (traditionally having the right to command staff they manage) and staff authority, often with specialist knowledge and skills, but operating in an advisory capacity only to line management. There are some areas, for example, recruitment and disciplinary matters where it may be desirable for HR staff to take direct control of the process, to best serve the needs of the organisation and provide the best support for line managers. Assessing the human resource function Both quantitative and qualitative measures are used to measure the HR function. A number of organisations seek out best practice and use benchmarking as a measurement of both improvement and effectiveness. A popular technique is also the HR audit. This can take a variety of forms. In depth interviews, satisfaction surveys, standard form questionnaires, or a combination of these. Audit tools are sometimes used. They are sometimes criticised as subjective, both in results and interpretation of those results. ...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. Business at Work - ASDA

    culture formed part of a successful and complimentary combination of interrelated factors which served to significantly boost the performance of Asda and help to meet its objectives. A3 - AN EVALUATION OF AN ALTERNATIVE APPROACH TO QUALITY CONTROL OR QUALTIY ASSURANCE AND THE EFFECTS IT WOULD HAVE ON THE FUNCTIONS

  2. Employees are a business's most important assets; this is why they created the Human ...

    If there were very few skilful unemployed workers or high competition from other employers the Zoo would need to offer better jobs. The HR department also looks at the likely skills of school leavers/graduates in five years time to estimate what the skill level will be and how to attract these people to the Zoo.

  1. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    The objective is making a profit * To produce quality goods * When Sainsbury's want to expand in the future, they need to recruit early because the demand for labour could be high and rivals may take advantage of that.

  2. Human Resource Management and Personnel Management

    The Role and Tasks of the Personnel Function 3. Personnel specialists can take various roles like line mangers, advisors, service providers, auditors, Co-ordinators and planners and in today's modern world of rapidly developing technology, ethics, and growing organisations in any business there is need for specialist advice on personnel matters, whether it is internal or external.

  1. Managing Human Resources in Marks & Spencer.

    Firstly Marks and Spencer will examine the demand side before going onto look at the supply conditions. Demand side Marks and Spencer' demand for labour will depend on the plans the company has for the future, in particular the big plans, what many businesses refer to as 'strategic plans'.

  2. The role of human resource function in a successful organisation.

    Disciplinary and grievance procedures Disciplinary procedure is the formal process by which employees can be taken to task for failure to meet their employment contract. If the employee does not change his or her attitude or behaviour, it will lead to verbal then written threats of dismissal.

  1. Importance of the Human Resource Function

    Training could be described as a learning experience or activity aimed at making a positive change on the performance of employees which will in turn lead to the success of the company. Training could be in various forms such as education, induction, apprenticeship or management training.

  2. Total Quality Management

    When one is dealing with an external customer and the product is very complex, the determination of the customer needs can be quite time consuming and requires a detailed analysis using different tools. Determining customer needs accurately is an important aspect of quality control.

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