Advising a small business on HRM planning. As the business was growing there was no formal Human Resources Planning and it was the right time to built Human Resources Management team in order achieves the objectives and goals.

Authors Avatar

Introduction:

Tibet Travel is a holiday company which was set up in 1990 by Mr Amar Akbar Anthohy. Using his savings Amar opened a small bucket travel shop near the High charted flights tickets to three major destinations in Tibet – Tumbai, Theli, and Toa. The business developed quickly. Amar was able to invest in the business and opened new travel shop in Birmingham and Manchester. Amar. As the business was growing there was no formal Human Resources Planning and it was the right time to built Human Resources Management team in order achieves the objectives and goals.

The outline to Mr Anthony will go through the following tasks:

Task 1)

 Human Resources Management Role

  1. Important role and purpose of Human Resource Management as distinct from personal management.

The best people and talent can come from anywhere. Get them before your competitors. People are a critical success factor in any business. Successful companies invest systems and processes designed to ensure that their employees are engaged and have the necessary skills and experience to meet business objectives.  

The role of the HRM is the crucial one of being the driving force of the company. The stages that the resources called ‘human’ go through can be listed in the below ranking:

  • Plan
  • Find (recruit and hire)
  • Bring it up (train – appraise - train)
  • Keep it (motivate)

Torrington and Taylor (2005) define HRM which first employee working people and the organisation which uses their skills to agree about the objectives, secondly ensures the agreement is fulfilled. On the other side of organisation Personnel Management direct their effort at the organisation’s employees: finding and training them, arranging for them to be paid, explaining management expectations, justifying management’s actions etc.  

HRM is something qualitative different from a personal management approach. Personnel management is essentially workforce centred while HRM is resourced centred.

The function of personal manager usually begins with the staffing process. Someone has to be focused on screening and interviewing persons, with en eye to placing individuals with the right skill sets in the right position within the company. Along with placement the HR manager may also oversee or at least be involved in the creation of entry level training programs well as continuing education opportunities for existing employees.

Depending on the size of the organisation, it may be possible for one person to handle the personal management functions. As company grows it might be necessary to expand to Human Resources team. As Tibet Travel is been grown, compare to the size in 1990 when first company was set up, it might be necessary to expand to Human Resources Management team.

In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

In addition to recruiting and hiring, some of the responsibilities of a personnel manager are:

To classify jobs and prepare wage and salary scales.

  1. To counsel employees.
  2. To deal with disciplinary problems.
  3. To develop safety standards and practices.
  4. To manage benefit programs, such as group insurance, health, and retirement plans.
  5. To assist individuals in their efforts to develop and qualify for more advanced jobs.
  6. To plan and supervise training programs.                                                                                                                      

             Personnel management V Human Resources Management

Source: Torrington and Taylor (2005)                                                        Table 1.

  1. Assess the role, tasks and activities for the human resources practitioner.

The measure role of Human Resources Management is as follows:

  1. Manpower Planning: HR planning helps to determine the future manpower requirements and reviewing the current skills. By planning they will be able to avoid overstaffing or understaffing problems.
  2. Recruitment and selection: when candidate apply for the job they should make a short list and draw up plans for the interview process, adding new ideas and ensure that organisational objectives are met.
  3. Providing training programmes: the main role of HRM is to provide its staff with training programs on the current topics where they can develop themselves with the present situation.
  4. Team work: a good team consists of people with deferent skills, abilities and characters.
  5. Motivate the staff: motivation can be done by work environment working atmosphere. Motivation is done by creating interest in the job for example by giving the gift to the best performance in a period of time.
  6. People Resourcing: get the right people, in the right time, at the right place is the essential tool to achieving rapid goal.

A Human Resources Management function is explained by identifying the key objective to be achieved:

  • Staffing objective
  • Performance objective
  • Changing – management objectives
  • Administration objectives

  1. Role and responsibilities of line managers in HRM practice.

Line managers are managers who are responsible for an employee or group to a higher level of management. Normally line managers are in the lower layers of the management hierarchy.

Foot and Hook (2008) defined line managers as a person who has direct responsibilities for employees and their work. Line managers must combine their commitments to the technical aspects of task competition with attention to people aspects.  

Typically line managers’ responsibilities will include:

  • People management
  • Managing operational cost
  • Providing technical expertise
  • Organisation rotas and work allocation
  • Monitoring work process
  • Dealing with customers
  • Measuring operational performance

These are all areas where process can be designed by HRM, but it can not be delivered by HR. Role of line management is crucial in number of respects:

Join now!
  1. Enabling HR policies and bringing them to life
  2. In acting upon advance or guidance from HR
  3. In controlling the work flow by directing and guiding the work of the others.

Line managers have a responsibility to avoid discriminatory behaviour as well as to prevent others from acting inappropriate. They also have responsibilities to make decisions which not always are favourable to staff.

Task 2)

Human Resources Management Planning

  1. Importance and need for systematic human resources planning.

Tomorrow’s work place it will not be the same as todays. Employments partner ...

This is a preview of the whole essay