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The HRM model emphasizes: The need to search for new ways of working The central role of managers in promoting change The treatment of workers as individuals

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1.0 INTRODUCTION Human Resource Management or Personnel management is the activity of managing personnel, usually employees. In any organization, managing personnel is the process of making sure the employees are as productive as they can be. This can include hiring, firing, or transferring people to/from jobs they can do most productively. (http://en.wikipedia.org/wiki/Human_Resource_Management) Human Resource Management is based on ideas and techniques developed to enhance worker motivation, productivity and performance. The HRM model emphasizes: * The need to search for new ways of working * The central role of managers in promoting change * The treatment of workers as individuals rather than part of a collective workforce * The encouragement of workers to consider management as 'partners' rather than as opponents - 'us and us', rather than 'us and them' Human resources management is the term increasingly used to refer to the philosophy, policies, procedures, and practices related to the management of an organization's employees. Human resources management is particularly concerned with all the activities that contribute to successfully attracting, developing, motivating, and maintaining a high-performing workforce that results in organizational success.(Sims, Ronald R. Organizational Success through Effective Human Resources Management. Quorum Books, 2002). Human Resource Management includes the activities of human resources planning, recruitment, selection, orientation, training, performance appraisal, compensation, and safety. In this report we will look briefly on training and development, performance appraisal and occupational health and safety issues. In this essay an attempt would be made to critically review literature on performance appraisal and occupational health and safety, and Training and development. 2.0 PERFORMANCE APPRAISAL 2.1 Introduction It is believed that employees do not perform well when they are not being observed or not being appraised. To overcome this situation the organizations have to manage performance of employee. So when employees are aware that the company is mindful of thee performance and they could be rewarded, they are motivated to work. ...read more.


The appraisal process is also an another extension of our communication structure in the company. These good practices do have an impact on our staff turnover rates, which for 2005 to date are at 3.8%." Adeline MacDonald, HR Manager. A good PA shows respect for the individual staff member, reinforces good performance and improvements in performance. It allows the employee to express their ambitions or needs, and contribute their voice to departmental matters in a comfortable and confidential environment. 3.0 OCCUPATIONAL HEALTH AND SAFETY 3.1 Introduction Occupational safety and health is the discipline concerned with preserving and protecting human and facility resources in the workplace. Health and safety policies required demonstrating that top management is concerned about the protection of the organization employees. Managing occupational health and welfare issues in your workplace means taking steps to promote employees' and your own well-being and prevent illness and injury. This can range from cutting stress and drawing up a drugs and alcohol policy to stamping out bullying and harassment ((Michael Armstrong, p 828) Standards of occupational safety and health (OSH) are normally set in legislation have long realized that poor occupational safety and health performance results in cost to the State (e.g. through social security payments to the incapacitated, medical costs for treatment, but also through the loss of the employability of the worker). (http://en.wikipedia.org/wiki/Occupational_health_and_safety#Common_workplace_hazard_groups) 3.2 Literature review and critical analysis It is estimated by the health and safety Executive that in UK about 500 peoples are killed at work every year and several hundred thousand more are injured or suffer ill-health it is also estimated that, apart from the pain and misery caused to those directly or indirectly concerned, the total cost to British employee of work related injuries and illness exceeds 4 billion a year (Gary Desler, p 828). 3.3 Common Workplace Hazard Groups * Biological agents * Chemical agents * Physical agents, including * Noise * Vibration * Ionizing radiation * Physical hazards * Falls * Workplace transport * Dangerous machinery * Electricity * Work related stress causal factors (http://en.wikipedia.org/wiki/Performance_appraisal) ...read more.


Evaluation Process EPSON considered a number of ways to deliver training programs, but decided that it should be technology led. Computer dealers would have no problem accessing the information. After a careful look at the available media, the EPSON training department selected a combination of CD-ROM and floppy disc to create an interactive training tool. Solution EPSON's technical training manager Martin Johns is responsible for introducing and creating the program. Said Johns: "Our aim was to create something which is visually attractive but would also have the power to deliver the important facts about our extensive range of products. We also decided to make the program interactive which would enable the dealer to test its sales staff's accumulated knowledge, if only for personal reference." The presentation side of the program was created in Microsoft PowerPoint and the interactive pages were produced on Question Mark for Windows, which is ideal for checking staff skills and creating training and recruitment programs. The two programs were meshed seamlessly together to create an on-going teaching and testing session. Continued Johns: "Both PowerPoint and Question Mark are simple to use, so we were able to create the whole interactive program in-house without any special knowledge of coding or any special training. This included producing all the graphics and the interactive question sessions." Navigation through the program is by simple launch buttons, as popularized in Internet applications. The interactive questions are created in a variety of formats and the results are recorded on floppy for later analysis. Results The dealer's members of staff are able to run a Question Mark test on the subject they have just studied at the end of each section. Concluded Johns: "One of the big benefits of this method of learning for a busy dealer is that it is timeless, being immediately available to suit the user on a self-paced basis. This lets key staff members continue their duties while still undergoing training. For us, it has also been very cost effective and has enabled us to deliver a message which remains consistent and clear at all times." 5. ...read more.

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