• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18

Workforce management and HRM.

Extracts from this document...

Introduction

ANGLIA POLYTECHNIC UNIVERSITY ASHCROFT INTERNATIONAL BUSINESS SCHOOL BUSINESS STUDIES SET SEMESTER 2 MODULE NAME: HUMAN RESOURCE MANAGEMENT An Introduction MODULE CODE: BSB1HO2 Student Number: 0272195 Some organisations are more successful than others. Simply from a consumer perspective it is possible to identify companies that produce better products or provide superior services than their competitors. On the other hand, workforce management has become increasingly complex. The heritage and growth of the human resource management (HRM) profession is closely linked to people's attitude about work, the evolution of employment-related laws and sociological tends. The HR field today recognises the dynamic relationship between strategy, people, technology and the processes that drive organisations. What then is HRM? According to Torrington and Hall (1998) Human resource management is "a resource-centered management approach to achieving the goals of an organisation through the management of providing and deploying human resources and the promotion of employee communication, involvement and development throughout the organisation".1 HRM issues are based on the fundamental premise that HRM processes and actions are determined by a continuously evolving dynamic interaction of environmental factors and organisational responses to them. Hence the modern HRM is located at the nexus of the organisation. It has been said that managing change is the greatest challenge facing today's organisations. Given the rapid advances in technology, increased globalisation and the ever present need to assure quality. The role of the HRM has evolved to manage and create this change. One could argue that the HR field dates back to the first working arrangements between master craftsmen and their apprentices. Before the industrial revolution, working arrangements involved close relationships between mentors and apprentices dedicated to learning a particular trade. The usefulness of this came to an abrupt end with the advent of the Industrial Revolution. The introduction of the assembly line brought a need for low skilled employees capable of performing repetitive tasks. People problems were a real concern in the workplace. ...read more.

Middle

Education and training, however, are not the only forms that can be used to bring about employee development; incentives and initiatives that bring about changes in attitudes will result in changing interpersonal relationships and identities. Employee development, therefore, is a planned effort by the organisation to facilitate employee's learning of job related knowledge and skills for the purpose of improving performance and for the continued growth and sustainability of the organisation. Compensation/Employee Relations: An organisation exists to accomplish specific goals and objectives. Towards this end it must attract and retain people who have the necessary knowledge, skills and abilities and motivate these employees to perform their jobs. The people hired have their own needs. One is for money, which enables them to purchase a wide variety of goods and services available in the market place. Hence there is a basis for exchange: the employee offers specific behaviours desired by the organisation, in return for money, goods and/or services. Jelled together, the money, goods and/or services provided to employees constitute the employee's compensation package. A successful compensation/reward system, therefore, is based on fairness; the perceived equity of pay disparity for different jobs within the organisation, the perceived equality of pay for similar jobs within or outside the organisation, and the perceived fairness in pay between employees who are in the very same job. Staffing policies are shaped to recruit and select people who fit the business goals. The relationship between employer /employee is a very delicate one and generally describe all those activities which contribute both formally and informally to the organisation. HRM, therefore, needs to be aware of the * Processes * Policies and * Procedures of the organisation. It will always be difficult to manage to have a continuous positive employment relationship because it is constantly changing. There are several factors, which will impact both positively and negatively to this ever-changing relationship. (See Appendix B) ...read more.

Conclusion

They need considerable attention from management, if they are to realise their full potential in their work. HR policies and practices have an important role to play in facilitating the effective implementation of management processes, such as, total quality management which is "an approach to quality within an organisation which is committed to total customer satisfaction through a continuous process of improvement, and the contribution and involvement of people".5 Human resource managers perform an identifiable set of activities that affect and influence the people who work in an organisation. These activities include human resource planning, job analysis, recruitment, selection, placement, career management, training, designing performance appraisal and compensation systems, and labour relations. The current challenge of human resource management is to integrate programmes involving human resources with strategic organisational objectives. More and more, organisations are under tremendous competitive pressure on a worldwide basis. Human resource managers must find ways to develop effective international programmes to meet this challenge. Another important aspect of human resource management is the need to insure the cost-effectiveness of programmes and policies through the optimal utilization of human resources. Since the human resource department plays a support role within the organisation, it interacts with a variety of constituencies. It is important to note that the needs of these constituencies are likely to vary. Research offers a useful framework for understanding the conflicting demands on human resource professionals. The challenges to HRM will involve setting directions and formulating policies to address current and future business trends. The challenges of corporate reorganisations, global competition, declining markets, changing work force demographics, employee expectations, and legal and governmental requirements will allow human resource managers to play a dynamic pivotal role in meeting organisational goals. Human Resource Managers must have a Strategic Focus, a sense of urgency influence, an interest in the people needs and development, and negotiation skills in order to head any organisation into the future. Human resources lies in every department of the organisation that is namely -"People". ...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. Marked by a teacher

    McDonald's. What are the Management functions at McDonald's?

    5 star(s)

    The production or innovation or products could be held back by the lack of cash flow, leaving the organisation behind in their existing market because everything changes and if the organisation hasn't got the finances to back changes that need to be made, the company will get left behind.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    to protect the health & safety of their employees and customers supported by safety officers in each store and annual audits carried out by an independent specialist. Over the last year training has been focussed on store safety officers and managers.

  1. The purpose of the coursework is to produce an analytical report on how a ...

    Frederick Herzberg's two factor theory Frederick Herzberg carried out some important research into motivation. He identified a range of dissatisfies associated with the context and satisfiers associated with the content of jobs. Disadvantages include the following: * Autocratic or arbitrary company policy and administration.

  2. Training and Development.

    The following benefits are: > It is fairly cheap - there is usually no need to employ outside trainer and lecturers > The course content is tailor-made for your organisation > References and examples to highlight points can be related to your own organisation > Everybody knows one another, so

  1. The relationship between management theory and practice.

    The emphasis, therefore, was on the efficient use of resources, especially human resources, in the service of a mechanistic model of organizations. Later theorists modified this approach by taking account of social and environmental as well as technical factors in the workplace.

  2. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    An employee's position can be clearly shown on a businesses organisation chart or diagram. The term 'span of control' can be used to determine an organisations structure. The term 'span of control' means the number of employees supervised directly by one person.

  1. Managing Human Resources in Marks & Spencer.

    Levels of stress and stress related absenteeism increase when there is poor human relations atmosphere. Sickness and accident rates It is most likely that Marks and Spencer keep a record of the following: * Notified absences. When employers are going to be absent from work (e.g.

  2. Human Resource Planning.

    because the manager may fell that the employee is not up to or qualified enough for the position the employee fells they are able to do. Another are of conflict could be that the managers think that the employees are not working hard enough to the company standards.

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