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.
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.
Payroll administrator-deals with checking the payroll if they are correctly completed and are signed in and given to a member of the human resource department.
Health and safety Manager-Makes sure Tiny Togs is a safe place to work. Gives employees training of the health and safety procedure to its employees.
Training officer- gives training to current and new employees.
Counsellor-helps employers to deal with any problems that they have within the organisation or without.
Below is a table showing employees path of entry thought to the exit within the organisation
Entry In employment Exit
Recruitment training+ development Reduncy
Selection retention termination
Introduction Transfer
The business that I am going to look at is tiny togs it is a well-established clothing manufacturer
K is the training for the private organisation who specialises in all aspects of human resources
Tiny togs produces everyday wear and school ware where there is a total of 360 employees working in the organisation which consist of 200 female workers and 150 male workers.
Human Resource planning
Human resource planning is defined as
"The activity of management which is aimed at co-ordinating the requirements for the availability of different types of employees"
Reasons for human resource planning. Is about getting the right people for the job. Using them well and developing them. In order to meet the goals of Tiny Togs Ltd.
Encourages employees so that they can integrate more ineffectively communicate with other members of staff. This will help employees of Tiny Togs to relate with each other and work as part of a team.
Employers can build a skills profile so they know where jobs need to be allocated to and this shows what skills each of the employees can do where training needs to be given.
So it can create a profile on staff on gender, race disability for the equal opportunity policy.
The HRM approach is to support employees to fulfil their needs to meet the objectives of the company. The human recourse department predicts how long staff will stay.
Labour turnover
High levels of absence and labour turnover can be a serious problem .
Labour turnover occurs when workers leave an organisation therefore need to be replaced by new recruits. Which is a big problem for all organisations due to this costing money to do. As there needs to be advertisement, recruitment and training which is a money costing process.
Labour turnover can be expensive due to
Advertisement
Recruitment
And training
Reducing labour turnover can be cost effective.
Labour turnover can be low due to low morals within the organisation eg not good working conditions. bad management. Inexperienced workers, sick leave, high level of over time.
The we measure labour turnover is
Number of leavers
Average no worker *100=separate rate
This information is used to predict the turnover for the future. it is used to examine the reason for high turnover it also shows if new people needs to be recruited with in the organisation.
Absenteeism
Is non-attendance at a workplace by its employees. High levels of absenteeism can result in a major cost and damage to the performance of an organisation.
High level of absenteeism can result in
* Low production level with in the organisation.
* High sick pay and cost.
* Additional cost of pay for absent employees.
* Projects need to be backdated.
Below are some of the types of absences
* Notified absences. when employees are going to be absent from work (e.g. hospital appointment, doctors appointment.)
* Absences due to sickness-where they need to provide a sick note from the doctors for proof.
* Unauthorised absence-when employees don't turn up to work. And don't have a valid reason for not attending.
Internal staffing information
For tiny tog ltd
The internal staffing information looks at
Skills audit-
Which look at the skills, qualification ,experience the staffs have with in tiny togs ltd
Performance review-
Reviews the performance of the employees at tiny togs Ltd
Where it identifies potential of it employees it also finds out where there is a lack of experience so that more experience can be given to it employees. So that they are experience to deal with situations.
Job analysis.
This is where they gather all the information to find out all the jobs that are available at tiny togs Ltd. To match them with the the employees this is done by looking at the person specification and the job specification.
Forecasting supply
The amount of people that will stay with in the organisation. The amount of people it will be able to retain by looking at the external and internal labour supply.
External Recruitment
Advantages
* It brings new ideas in the company
* It brings specialised skills
* Do not have to replace of member of staff
Disadvantages
* This is a time consuming
* It is costly
* And it is certain
Internal Recruitment
Advantages
* Promotion opportunities can motivate existing staff within the organisation
* It is quick and cheap to recruit
* An existing worker feel more committed to the company as there abilities are know to the company.
Recruitment and selection
Business recruit staff for many reasons jobs can ...
This is a preview of the whole essay
* It brings specialised skills
* Do not have to replace of member of staff
Disadvantages
* This is a time consuming
* It is costly
* And it is certain
Internal Recruitment
Advantages
* Promotion opportunities can motivate existing staff within the organisation
* It is quick and cheap to recruit
* An existing worker feel more committed to the company as there abilities are know to the company.
Recruitment and selection
Business recruit staff for many reasons jobs can be advertised in
* Newspaper- local/national
* Posters
* Newsletters
* Jobcentres
* Agencies
* Media
* E-mail
* Bill-boards
Job description
What is a job description outline of the responsibilities of the posthole? It is a detailed list of there duties involved in the job role. job descriptions are used mostly in large hierarchical structured organisation.
Is where Tiny Togs Ltd gives description of a job and what the job role is and what is to be done.
The fist process that is involved in finding suitable employment is?
A job description - which is a job role description outline of the responsibilities of the posthole. Job descriptions are mostly used in large hierarchical structured organisations. Job descriptions are used in the recruitment process and the appraisal system dealing with regarding issues. It is a detailed list of duties involved in a job role. This is so that the employees know what the organisation want from them. Also because the manager knows what the employees should be doing.
From the job description the human resource department makes sure employees are using their qualification and experience to the maximum potential. A job descriptition is where the organisation is located who is in charge eg manager or the line manager what is expected from them. so that the human recourse department ensures that all the employees are using their skills and qualification.
The kind of things to expect from a job description
General information - job title, job summary and the main task involved in the job.
* General information-
* Task involved
* Purpose of the task
* Methods
* Other duties
* Responsibilities
* Working conditions
* Physical Environment
* Social Environment
* Economic condition
Job Advertisement
Job advertisement is part of the recruitment process where Tiny Togs Ltd is able to communicate job vacancies. internally and externally
Job advertisements are written by the personnel department, a job advertisement reaches those people who have qualities involved in advert.
Types of details included in a job advert are the following:
- Job title
- Job description
- Organisation activities
- Location (where about in the country)
- Salary (e.g., between how much money)
- Address of contact - e.g. - telephone number or member of staffs name
- Experience - the experience they have past e.g. qualifications.
Below is a job description for Tiny Togs Ltd.
Name of the company: Tiny Togs Ltd
Job title: Sales Training
Department: sales
Job outlines:
It involves working with the public and dealing with customers at a 1 to 1 basis. Being able to motivate your team to work at a good standard. Being able to work closely with the manager
Job responsibilities:
Make sure that the floor is running correctly. Encourage employees to work to work as part of a team, maintaining good and working conditions.
Job requirements:
- Maintaining good working conditions,
- Dealing with problems
- Deals with production sales
- Deals with customers
- Can work under pressure
Good working management
A person specification
A person specification is basically describing the knowledge, skills, attributes that are vital to perform the job in a suitable manner.
The essential criteria must possess the skills that are needed for the job.
Desirable criteria are skills that require a shorter qualification and that may be not needed, but can be good enough for the current job.
Name of Organisation
Job title: Sales Manager
Qualities
Essential
Desirable
Experience
Relevant Work and other experience
You must have experience in this field before and be able to communicate and be a clear communication
Three years work experience in sales
Skills/abilities
Eg supervisory written, verbal, technical
Relate to people able to use initiative and have written and verbal skills.
Able to communicate with other members of staff
Training
Management style training
Literate to computer software
Education/qualification
Degree in sales and marketing, grade in grade c and above in English and maths.
Training courses
9 GCSE, S
Other requirements
Being able too work as part of a team. Good team player and be confident.
Age 23 and over
What can be expected from them
Employees know what is expected from then
Managers knows what the employee should be doing
The human resource department
Make sure the employees are using their skills, qualification and skills, and experience to the maximum potential
Process of finding a job
Person specification is a list of duties, which need to be taken to the job role, which is used to match the person to find the right job for the candidate.
The person specification is of the person that will be ideal for the job, which is known as the ideal candidate it defines the knowledge/skills and attitudes, required to do the job successfully.
An example of a personnel specification
* Physical counter
* Attainment
* General intelligence
* Special aptitudes
* Interest
* Disposition
* Circumstances
The fist process, which is involved in finding suitable employment, is
A job description - which is a job role description outline of the responsibilities of the post hold. Job descriptions are mostly used in large hierarchical structured organisations. Job descriptions are used in the recruitment process and the appraisal system dealing with regarding issues. It is a detailed list of duties involved in a job role. This is so that the employees know what the organisation want from them. Also because the manager knows what the employees should be doing.
From the job description the human resource department makes sure employees are using their qualification and experience to the maximum potential.
A job description is where the organisation is located who is in charge eg manager or the line manager what is expected from them. so that the human resource department ensures that all the employees are using their skills and qualification
Application forms
This gives you details of each candidate where Tiny Togs can find out information on each and every candicate.which will make sorting applications and short-listing easier.
The application form has details on
* Personal details
* Education,
* Qualification
* Hobbies,
* Interest
* Reference
* Past job experience
The applicant qualification, interest, experience is a easy way of finding out the information so that it can be matched to the person specification.
In the appendix I have included an application form for Mark and Spencer's.
Evaluating the Application Form
As I have not created an application form, as this is not compulsory so as an alternative way I have decided to evaluate the application form.
The company I got the application form from is 'Marks and Spencer', the colour is yellow, its good because its bright and as Tiny Togs is a small business it will be a good advantage for them as applicants will find filling in the application form easier.
On the 1st page of the application form I would keep the personal details, other details, working hours as this is vital and the information can be referred to later.
Skills and qualifications, selling skills, more about you sections I will keep and use for my application as they are vital in this process.
Still further down on the 2nd page I would keep the employment and work experience, present employer, reference details are vital as they are needed in an application form.
The data act section I would use as you need one basically explaining how information and other data is kept safe and if the employee does perform an illegal act they will be disciplined.
And then finally the last section explains the equal opportunities, making sure all employees are treated fairly.
I want to use this alternative way because its good and the lay out is what Tiny Togs needs in the basis of an application form.
Tiny Togs of course will have its own logo, equal opportunities and its employee details.
It will be easy to understand, read and also fill in without having to tackle problems.
The information will be kept safe and only used with the employees permission to do so, so therefore all in all Tiny Togs Ltd will have good application form that will consist of the correct details.
A letter of Application
A letter for application need to tell the employees of what you are applying for a curriculum vitae needs to have a begging, middle and end
The type of information that needs to be included on a curriculum vitea is
* Name
* The skills that can contribute to the organisation
* Skills and training education that you have
* The skills and knowledge that you have for the acquired job, this help you too do the job well.
To do a person specification you need to look at the seven-point plan by professor Alec Rodger
Physical make-up
What does the job demand:
> Dress code
> Strengths
> Appearance
> Health
> Sound voice
Attainment
What does it demand?
Qualification,education,experience,general intelligence
General intelligence
Special aptides (special skills)
What talent or skills does the applicant have.
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.
* How to prepare for a interview
* Consider your appearance decide what you are going to wear
* Be punctual turn up on time to the interview not to early and not to late it is important to find out where the firm is allocated so that you know where it is.
* Beware of information relating to the organisation find out some information on the organisation eg what the organisation does also background information.
* Take you record of achievement help you to answer some of the questions
* Find out the interviers name so you know where to go.
Interview skill
* Smile and shake hands with the interviewer
* Body Language sit up straight
* Tend not to get nervous
* Lisien to the interviers questions carefully
* Answer the questestions as fully as you can
* When the interview has finished thank him/her
Types of question asked at an interview
) What experience do you have
2) How will your pervious experience help
3) How do you work as part of a group
4) When did you last help someone
5) Do you enjoy working as part of team
The interview can find out information about the candidate
* Short-listing from application forms or CVs
* Interview
* Tests
* Assessment centres
* References
Training and development
Training and development so that the human recourse manager can make sure they are working efficientely.so this mean tiny togs Ltd are meeting there objectives.
Training and development it is up to the personal Manager that the staffs at Tiny Togs Ltd are working effientely to archive the company's objectives. Tiny togs will need to give training which involves employees being taught new skills and improving other skills.
The benefits of Tiny Togs Ltd having a training plan is
Trained workers of Tiny Togs will be more productive. This will help the Tiny Togs Ltd to meet its objectives.
Advantages "on the job training"
* You get paid to learn
* Experience
* Being productive while learning
Disadvantages on the job training
* A noisy environment
* May not get paid
* If customers approach you will not be able to help them to the best of your ability
Advantages off the job training
* You paid to learn
* You will get qualified
* You will be able to share experience with other employees
Disadvantages
* There are cost involved
* Can find the environment hard to fit in.
* Less time to put your ideas to work
Training can be broken down in to
* Traditional training
* Education
* Vocational education
* Management training
* Organisational training
Below are the follow types of training which include
Induction training. This is where Tiny Togs will introduce new employees to the organisation, which will help the employees to start and generally fit in.
Mentoring- this is where one of tiny togs trainee is paired up with an experienced employee the mentor is used to discuss problems that occur and how best to solve them. They give guidance and support to improve the performance.
Coaching-individual with personal coach
Apprenticeships-this is where you work with skilled people who you will be learning from.
In-house training- is where tiny togs have there own training department takes place within the organisation.
External training-takes place off the job
The benefits of training for Tiny Togs Ltd
* This help employee with doing there work more effectively. This will help Tiny togs increase its productivity and improve the service given to its customers.
* Attracts high quality employees gives and development opptuniteys
* This will help the staff of tiny togs reach their targets and progress within the organisation.
* Improves individual's team and corporate performance and output. Provides a friendly environment and positive culture in the organisation which is orientated towards performance improvements
* It cuts the cost of the minimise learning cost of learning.
Introduction
The main purpose for Tiny Togs to give introduction to all of its employees is that it familiarise the new recruit to Tiny Togs and how the organisation runs.
At an introduction Tiny Togs may give training in the following procedures.
* Information about the building
* Essential safety information
* Information of the organisation
* Information of the job and what may be involved in the job.
* Health and safety issues
* Rules and regulations
* Team building
* Hand outs-eg books
* A tour of the building
* Terms of employment
* The role
* Employee's benefits
* Personnel policies
In an introduction there would be some of the following activities
* Group activities
* Videos
* Lectures
* Training workshops
The ways of training is shown below
Education Training Development
School experience improving on going
Colleges' skills
Uni practical
Knowledge work
Qualification college
Education is a long team learning aimed at preparing people for a verity of needs within society. The focus is on the individual any learning activity, which is, directed to words the graining of knowledge. Skill or attitudes to do a particular job better. The focus is on the job or the task.develpoment is any learning activity that is direct further needs. The focus is on the organisation human resources planning requirements.
External labour market
This will help Tiny Togs Ltd to bring new skills in to the organisation it consist of potential employees local national, regional this is a time consuming and costly thing to do.
Internal Labour market
It is of information and statistics that are held on employees with in the organisation eg
Tiny Togs Ltd could hold information on the following
Amount of people within a certain job- amount of people doing a certain job with Tiny togs ltd eg amount of people on each department.
Current amount of people with in the organisation.
Appraisal
The appraisal is usually done by the manager or the line manager to appraise the employees pefformance within the organisation.
Good appraisals will have to have a positive effect on an employee's motivation, and on the other hand bad appraisals can be costly and have a negative effect.
Labour statistics
As part of my statistics I have looked at the labour statistics and provided information for the following areas, I researched the 'Labour Statistics' from the internet as this site was recommended from my course tutor, it was time - consuming but I managed to gather the information and figures I needed for the north of England.
* Employment
* Productivity
* Economic activity and inactivity
* Claimant count
In the employment sector the figures are quite interesting this is what I found out from the data:
There are a higher number of full time male (14, 886) workers than full time female (12, 773) workers.
In the whole of United Kingdom there are 12, 507 male employees whereas there are11, 832 female employees, this data tells me that there is a high proportion of female employees in the United Kingdom.
Employment by age, I analysed the following information and came up with clear and precise information:
All aged and over 16 years consisted of 27, 659.
6 - 17 years consisted of 649.
8 - 24 years consisted of 3, 364.
25 - 34 years consisted of 6, 445.
35 - 49 consisted of 10, 309.
50 - 64 for consisted of 5, 990.
Above is the date and figures for both genders males and females that are aged from 16 to 64 years old.
Economic activity and inactivity
For this section I analysed the data and found out the following data:
In the year 2002 people over 16 in the UK consisted of 29, 183.
6 to 17 years consisted of 28, 270.
8 - 24 consisted of 3, 756.
25 - 34 years old consisted of 6, 798.
35 - 49 consisted of 10, 696.
It has a lot of figures and data in this document therefore to make it easier and clear I have only picked certain sections from the 'labour Statistics'.
The highest age from the males is, 15, 795 that consisted of aged over 16.
The lowest age from the females is, 13, 414 that consisted of 13, 414 aged over 16 years old. From this I have found a similar trend that consists of both genders aged over 16 years old.
Tiny Togs Ltd revised organisation form
Learning methods
Methods
Explanation
Area of learning
Discussion groups
Briefing groups
Role plays
Video
Business games / computer simulations
Multi - media
Programmed learning / computer - based training
Team tasks
Coaching
Case studies
On specific subjects by trainer
The trainer talks for a short period of time and answers all questions and answers.
The trainer will put them in another person's shoes, as they will know experience many things.
Linked to the computer this provides answers to be questioned.
Board games, which allow the trainer to see how decisions are being dealt with, this can be outside or inside exercises.
With the sound, graphics, video and computer packages.
Sound and vision projection
Indoors or outdoor exercises
Trainees takes responsibility for own learning and uses off - job trainer as coach
Incident with the questions that are used for analysis.
Inter - personal, helps to get employees to get to get to know other employees.
Facts and opinions
Developing skills
Facts and some skills
Analysing and deciding
Knowledge of facts and
Facts and skills opinions
Planning and organising and some interpersonal skills
All
Practical with questions
Below are some of the acts that employees will have to look at before recruiting and all the way thought to them leaving the organisation
* Equal opportunity
* Race relations act 1995
* Sex discrimination act 1995
* Disability discrimination act 1995
* Equal pay act 1970
Equal opportunities,
It would be unlawful for tiny togs to discriminate it ask question on
* Gender
* Martial status
* Ethnic group
* Race
* Colour
* Nationality
* Trade union membership
* Pregnant
* Physical ability
It is sometime to discriminate against
* Religion
* Political belief
* Ex-offender
It is not lawful to discriminate against
* Age
* Sexuality
* HIV positive
The sex discrimination act 1975
It would be unlawful for tiny togs Ltd
It is unlawful for tiny togs Ltd to discriminate against women in the following
* Recruitment
* Term of and condition of employment
* Access to training
* Opportunities for transfer
* Or promote
* Benefits
* Recruitment
* Dismissal
The difference between direct discrimination and indirect discrimination
Direct discrimination
Would be if tiny togs Ltd treated a member if its staff less favourably then a men because she is a woman.
In direct discrimination
This would be if tiny togs Ltd were applying certain terms that would exclude woman this is what the equal opportunity commission (EOC) established
Race relation act 1976
It would be unlawful for tiny togs Ltd to discriminate against
Employment
Training
Education
Provision of goods and services
There is a commission which is set up which is racial equality (CRE)
Which works against elimination of discrimination
Also promote equality of opptunity and good relation
Equal pay act
This is an act where tiny togs Ltd pay the same amount of money to both men and women. This is where people are paid the same amount of money for doing the same job. So that men and women are being paid equally the same amount as each other.
When employees for recruitment and selecting candidates do all the paper work have to make that there is not anything discriminative in it.
Disability discriminations act 1995
This protects the employees who are classified as disabled.
The DDA provides, it as unlawful for the employees to discriminate against a disabled person in relation to:
- The recruitment process
- Promotional opportunities
- Dismissal
Motivation creates job satisfaction of motivating its employees.
Disability - the employer must take responsibility to ensure that a disabled person can work at a work place.
* Modify buildings
* Working hours
* Extra training
* Reader / interpreter
Motivation
Motivation is the level of commitment individuals have. is the way in which cause people to act of behave.
2 types of motivation
Extrinsic motivation- influences people from outside them that motivate them.
Intrinsic motivation. Influences that people have themselves and that motivates them.
Abraham Maslow. Produced a formulated hierarchy of human needs.
That tiny Tog Ltd could look at.
It could be identify as a range of needs
* Basic needs-are reasonable standards
* Security needs- are Physical survival which include security of employment, pension+ sickness schemes
* Group needs-work together as a group
* Self esteem needs- self respect + respect for others
* Self esteem needs- self respect + respect for others
* Self actualisation- to archive full potential to use the creative talents to the full.
Motivation the Maslow triangle
Douglas McGregor's
Theory x and theory Y
Douglas McGregor put managers into 2 types
* Theory x manager
* Theory y manager
Theory X
Theory Y
* Tend to dislike work so they will tend to avoid it.
* People must be focused to work.
* Typical people prefer to be told what to do to be directed. Has little ambition.
* Good reward will motivate people too work
* They tend to enjoy work,
* The people can organise them self
* The potential that is worked is not recognised by management.
* People working towards the business objectives
* If people are committed to the objectives they will be motivated to achieving them.
McGregor sees the potential to make organisations effective and a friendly place to work.
The Tiny Togs Ltd need to view it as people enjoying themselves and interacting with each other will make a successful organisation.
Tiny Togs Ltd needs to see them self as interacting groups of people enjoying supportive relationships
Hertzberg's 2-way factor theory
In 1960 a motivation theory was written and developed by this famous man. The factors that were considered vital in this motivation theory, the factors were:
* Achievement of job
* Performance recognised
* Satisfaction from the job
* Having responsibility and assuming everything is under control
The mangers need to focus on these factors, as well as motivating and completing the job successfully, this theory proves to be successful and is correct as well.
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)