Abstract

“Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labour relation, health and safety and fairness concerns.” The coursework is going to describe about current HR practices and procedures at the Forestry Commission. More specifically, it’s going to give a clear idea about the recruitment, selection, assessment, performance and reward management of Forestry Commission. While doing so, emphasize are mainly given on current HRM functions like job analyses, labour needs forecasting, recruitment, selection, orientation and training, wages and salaries, incentives and benefits, performance, communicate, training and development, employee commitment, equal opportunities at Forestry Commission,  as well as strength and weakness of those practices which are shown in evaluation part. Finally, some recommendation has been provided considering the current weaknesses of human resource management of Forestry Commission.


                INDEX                                                PAGE NUMBER

A. INTRODUCTION AND OVERVIEW                                        4-6

A. 1. About Forestry Commission                                        4

A.2. Activities of Forestry Commission                                4

A.3: History of Forestry Commission                                 5

A.4.Vision & Mission of Forestry Commission                        5

A.5. Core Objectives of Forestry Commission                         6

A.6. Statement of Project objectives                                        6

B. CURRENT HR PRACTICE AND PROCEDURES AT FORESTRY COMMISSION                                                                7-19

B.1. Job analysis                                                        8-9

B.1.i. Example of Job Description                                 8

B.1.ii. Example of Job Specification                                 9

B.2. Workforce Forecasting                                                10

B. 3. Recruitment at Forestry Commission                                11-12

B.3.i. Modern Apprenticeship                                        11

B.3.ii. GCSE/A LEVEL                                        11

B.3.iii. National Vocational Qualification                        12

B.3.iv. Graduate and post-graduate                                12

B.3.v. Work placement                                        12

B.3.vi. Volunteering Opportunities                                12

B. 4. Selection procedures at Forestry Commission                        13-14

B.4.i: Screening of candidates                                 13

B.4.ii.. Face to Face interview                                14

B.4.iii. Letter of appointment to successful candidate        14

B. 5. Training and learning at Forestry Commission                        15

B.5. i. One the job training:                                        15

B.5.ii. Off the job training                                        15

B.6. Performance appraisal at Forestry Commission                        16

B. 7. Benefits at Forestry Commission                                17-19

B.7.i. Holidays                                                17

B.7. ii. Pension                                                17

B. 7. iii. Flexible working                                        17

B. 7. iv. Flexitime                                                18

B.7.v. Family Friendly Benefits                                18

B.7. vi. Advances of Salary                                        18

B.7. vii. Salary Exchange benefits                                18

B.7. viii. Voluntary benefits                                        18

B. 7. ix. People Support service                                19

C. EVALUATOIN OF HR PRACTICES AT FORESTRY

COMMISSION                                                         20-23

C.1. Evaluation of recruitment                                        20

C.2. Evaluation of Performance appraisal                                20

C.3. Evaluation of compensation                                        21

C.4. Satisfactory career path                                                22

C.5. Evaluation of Training and Development                         22

C. 6. Evaluation of Forestry Commission’s HR team                22-23

D. RECOMMENDATION                                                        24-25

D.1. Workforce plan should be updated                                24

D.2. Should consider employee feedback while changing location        24

D.3. Better coordination                                                24

D.4. Health and safety issue                                                25

D.5. Should retain best employees                                        25

E. LIST OF REFERENCES                                                26-27


A. INTRODUCTION AND OVERVIEW

A. 1. About Forestry Commission

The Forestry Commission a  responsible for  in  (Forestry Commission, 2009).  The forestry commission is a flexible and adaptable organisation (Mark, 2005). The Forestry Commission manages 7,720 square kilometres of land in , the majority of which (60%) is in , 26% of the landholding is in  and the remainder in  (The Times 100, 2009). The forestry commission Plants more than 17 million trees every year. The Forestry Commission has always placed operating in a 'green' manner top of its agenda. It balances four related needs:

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Source: The Times 100 (2009).

A.2. Activities of Forestry Commission

According to The Times 100 (2009), Forestry Commission is involved with the following four activities:

  1.   to supply domestic industry
  2. Replanting of harvested areas
  3. Maintenance and improvement of the natural environment and
  4. The provision of recreation

A.3: History of Forestry Commission

The forestry commission is established in 1919 during the First World War.  On 1 September 1919 the Forestry Act came into force (Forestry Commission, 2009). This set up the Forestry Commission and gave it ...

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