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The purpose of this report is to design and create a medium sized business that will provide knowledge for all aspects of the Human Resource functions and for Tiny Togs as well.

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Introduction

Introduction As part of the human Resource assignment we are looking at Tiny Togs Ltd., which is a well-established clothing company. Which manufacturing company. Which is located in Manchester. Tiny togs manufactures clothes for children Tiny Togs has appointed K training. K training is specialised in all aspects of human recourses. Tiny togs manufacture cloth for children 1-12 years Tiny Togs employees 350 staff, it will need to employee 20 more staff with in the organisation training is a specialises in recruiting. Aim The purpose of this report is to design and create a medium sized business that will provide knowledge for all aspects of the Human Resource functions and for Tiny Togs as well. Also not forgetting that appraisals which reflect on each employee's performance, and as this organisation is a small business it will need to make sure its kept up to date and all fashions are flowing with the current times as you know fashions and trends tend to move around a lot, depending on each individuals taste. Human resource The functions of the human resources department are as followed * Human Resource planning * Recruitment and selection * Training and development * Performance management The success of any organisation depends upon the efficient use of the human resource department. Which enables it to function effectively. Some of the responsibilities it involves by an explanation of the legal framework known as industrial relation, which is the employers- employees relationship. The function of the human resources manager is different in that it specialises in planning, developing and controlling the personal that helps to make up an organisation. The human resource managers most commonly have the job title of personal manager. The function of the personal department is to look at the career path of an individual employer thought the organisation. Human resources functions within the human resource department. Human resources manager-is in charge of the human resource department and the human resource function. ...read more.

Middle

Interest Interest, hobbies, leisure activities likely to be relevant to the applicant Disposition Qualities leadership acceptability reliability responsibility, self-reliance. Circumstances Should understand that the applicant should have any restrictions on the individual availability to work Short listing So that they can narrow the candidates down so they can interview the candidates with the appropriate skills for the job. So that the best person can be appointed for the job. Short listing reducing the original number of candidates to a manageable number d The interview The interview is usually a one to one process The personnel department usually carries out the interview. The interwier needs to follow certain guidelines so that the business hopes to employee the right candidate for the job. At the interview the interviewer tend to assess the candidates knowledge to see if he/she is appropriate for the job. Below is an example of a interview assessment for which Tiny Togs may use when recruiting for employees Organisation: Tiny Togs Ltd Job role: sales manager Rating Task A B C D E Appearance Personality Manner Health Body language for the interview Experience qualification Interest hobbies, Education Work experience Skills Special skills Work experience Circumstances Hours Limitation Close of interview: finish tidily After the interview: assess the candidate A= Exceptional B=above average C=Satisfactory D=Below average E=Unsuitable The guidelines most organisations follow when recruiting * The interviewer should allow the information to be collected from the candidate so that it knows wheater the candidate is suitable for the whether they can perform their job. The interviewer uses criteria to see if they match * Full details need to be given so that the candidate can see whether is suitable for them. * The interviewer decides to accept the candidate within the first few minutes of the interview. The rest of the time is spent finding evidence to confirm whether to employee them or not. ...read more.

Conclusion

The 2nd round of factors included: * The employee's salary * Supervision * Policy from the company * Relations * The working conditions in the current workforce His motivation theory is an increase in the money factors as it increase the employees salary, happiness and being able to be of use. The aim is to get the job done without too much hassle, and at the end of the day the employee is happy and the job is completed successfully. Conflicts between human resource planning The following departments need to work together to meet the objectives are * Human Resource planning * Recruitment and selection * Training and development * Performance management Below are the conflicts between recruitment and selection and training and development Recruitment and selection wants new staff as for new ideas as this is for new blood as this is a benefit for tiny togs ltd As for the training and development they want to keep current staff that it has but it wants to upgrade their current skill which is less time consuming as not much training will need to be given, also it is less cost efficient, Conflict between the recruitment and selection and training and development is when training up the current work force to new skills is an advantage then recruiting new staff this is a costly The conflicts between Human resources planning and recruitment and selection, The Human resource planning needs to be accurate in the organisation as this helps the running of recruitment and selection run and it improves the effectiveness. Glossary Skills audit- where an organisation checks what skills the staff have Cohort- a specific group Integrate- to mix merge or combine Arbitrational- independent body that lisiens to both parties helps them to compermise Retention- to keep Disillusionment- dispprovement (let down) does not meet expetations Allocated-to give or to allocate Labour turnover- rate of which staff leave and enter the organisation Utilities- to use Articulate - well with words Wastage- people leaving (related labour turnover) ...read more.

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