Human Resources Coursework
Human Resources Coursework Human Resources Human resources, or HR, is all about managing the people who are in your business. They are as important as ant other resource. You must recruit new workers, promote old workers and so on... a basic definition of human resources is the people who work for your business. HR is also linked with contracts of employment, fringe benefits and wages. People will play a huge part in your business they are the one resource that make other resources operate. Hours Of Business Although my business is generalised as a garage it is not a ordinary garage that just fixes broken cars, this is only one service that my business will offer. It is because of this my business will open and close at these times: Monday: 09:00 - 17:00 8 Hours Tuesday: 09:00 - 17:00 8 Hours Wednesday: CLOSED Thursday: 09:00 - 16:00 7 Hours Friday: 09:00 - 17:00 8 Hours Saturday: 10:00 - 20:00 10 Hours Sunday: 09:00 - 15:00 6 Hours My Staff I will require 3 - 4 employees in store at all times to work on all the different tasks that must be done, because of this I will start off employing seven workers, including a young part time worker to assist in installing car parts and I will not need to pay them that much. This will give all workers including myself an average of 40 hours a week. This is my employee's hours: Manager
Human Resources planning.
Human Resources Unit 4 Trisha spring Contents Page Terms of reference Introduction Human Resources planning External labour market information Internal labour market information Recruitment and selection Legal factors Recruitment process and key recruitment documents Training and Development Training and development systems Performance management Motivational theory Relationship Conclusion Bibliography Appendices Terms of reference The Claim Group 88 Kingsway, Holborn, London WC2B 6AA This assignment is based on the Human resources processes of The Claim Group, a private limited company that provides a compensation service for members of the public that have had an accident that wasn't their fault. The Claim Group is an independent organisation which sole aim is to provide a risk free scheme by which all accident victims can pursue compensation for their injuries. The Claim Group coordinates and manages a "NO WIN NO FEE" agreement, which involves personal injury solicitors, legal expense insurance and expert witnesses. Their purpose is to find members of the public who have had an accident and refer them to partnered solicitors. BY working with the solicitors and witnesses TCG are able to help in claiming compensation for members of the public. With expert sales teams, management and solid partnerships they have become a successful company. The
Managing Human Resources
Managing Human Resources Name: Assignment: 1 Tutor: Paul Smith Workshop: 3: Mondays 1-3pm Date: 20-03-06 Word Count: 1,925 Introduction John Jones and Smith (JJS) is a market research company in Dartford, Kent. Establish in 2000 they are one Britain's fastest growing market research agencies. Using the most sophisticated analysis techniques the service they provide is both quantitative and qualitative enabling JJS to answer the why and how of an issue and not just the what, where and when. In order for their clients to receive the greatest benefits from their services value is added to the result with interpretation, recommendations, and advice. JJS started with three directors Mary John, Sally Jones and Mark Smith, two Research mangers and a hand full of market research interviews. (See appendix figure 1 for JJS organisational Hierarchy) The company have now grown with even more research managers and over 50 interviewers in order to meet the demand of the growing number of clients. JJS clients include the Yell Group, who is one of JJS's main clients, The Royal Bank of Scotland and Virgin Atlantic Airways. In this assignment I will be discussing the influence and Impact HRM has of JJS. The different approaches there are to HRM and then examine JJS's approach. Then concluding with how JJS's HRM approach affects their clients as well as the organisation as
Human Resources
Managing Business Activities Human Resources Every business will need staff of some sort to help maintain the day-to-day running of it. Even if the business is a sole trader it will still need staff i.e. the person who is the sole trader will be considered as staff. For my business, I will need a variety of staff to help keep the business alive. As the business progresses and becomes more well known, I will be looking for more staff of higher quality or training the current staff to higher standards. If I was to hire the highest quality staff I could find at the start or spend lots of time and money training them, which lose the business a lot of money, and the business will need to retain as much money as it can during the first few months, as the business will still be establishing itself. The business will employ many full-time and part-time staff. The part time staff will be needed when there is a big event on and a lot of custom is expected. Firstly I will need the bar staff and chefs to get the business under way, the chefs will have to be already trained but training will be provided to all bar staff who require it. I myself will undertake a course in accountancy as this will save money, as I do not have to employ or pay for accountancy work to be done on the businesses behalf. There will be three different types of staff working in the business each earning
Human Resources
Assignment 1 Human Resources Contents Introduction Recruitment And Selection Anti-Discrimination Legislation Job Description Person Specification Conclusion Bibliography Introduction Businesses recruit staff for a variety of reasons. To know why and how decisions to recruit staff are made, there are mainly four reasons to why and how staff is recruited. * If the organisation is big and need more staff to work for them, or if the organisation is expanding and need to recruit more staff. * Recruitment could be done within the work place changing job in the organisation. * Vacancies can be filled in by new comers who have a better attitude then the employee who retires or who gives a resignation etc. * The last of all internal promotions can be given to employees who have achieved the goals and should be moved up within the organisation. For a better experience of its work place and to know new people within its category Recruitment And Selection For a staff to be recruited it is sometimes easy for a person who has already done the job already and it could be hard for a new comer. But to be recruited into the organisation is sometimes tricky because many details are seen before the person can either be told to come for an interview if needed. First of all the new employee has to figure out what type of department he/she wants to work in. Secondly an
Human Resources Planning.
Careful planning is vital to any business, in order for it to recognise what kind of employees they need to suit the environment in which they will be working. For this to work, the business must have good knowledge of the surrounding area, by considering trends in local employment, shortages of skills, availability of labour and the competition for employees. In order to predict the human resources needed by a business, it is necessary to think carefully about the future plans it wants to fulfil. To do this, business could either try management estimates or work study techniques. Management estimates is where managers are to discover staff needs, by analysing past, present and possible future needs. Work-study techniques are working out how long jobs take with the suitable equipment, in order to discover how many employees are needed and the hours they are needed for. When an organisation needs to determine the supply of labour obtainable, they must evaluate how many people are available to work, the duration they can work for, their capability to do the necessary jobs, their efficiency, etc. There is internal supply, contained by the organisation, and external supply, which comes from the labour market. Internal supply To work out the internal supply, certain information must be evaluated, like: The number of employees in specific job areas The possibility of
Human Resources Functions
E1 - Human Resources Functions Human Resources Planning The Human Resources Department (HRD) is responsible for Human Resources Planning at 'Alstom' and most other big businesses. This means they have a number of main responsibilities to make sure that the business is planned and running well. At 'Alstom' the HRD have to plan ahead and make sure they have the correct number of suitable employees for the business. In order to do this 'Alstom' set out to fully understand the demand on the labour market in their area. The main things 'Alstom' look at are: > Availability of labour > Competition for employment and placements > Local employment trends > Skills shortages These are all very important as they highlight what is going on in the labour market and what may affect the running of 'Alstom'. Availability of labour shows just how many people there are on offer for employment in 'Alstom's' area, which reveals to them how many people there are to choose from when recruiting. Competition for employees shows whether demand for labour is increasing because competitors are expanding or whether demand is dropping because competitors are having to make redundancies. This also can affect wage rates when recruiting, because as demand increases salary rates are caused to rise. This is because it is harder to recruit the right sort of employees and so companies have to offer better
Human Resources Conflict
Human Resources Conflict In this section I will be identifying possible areas of conflict between the various human resources functions in Southgate College. The human resources functions are: Selection Appraisals Staff Development Reward Recruitment and Training In Southgate College the recruitment process for teaching staff can take a long time there are several reasons for this: . Some skills are in very short supply such as electrical instillation, plumbing and construction and also motor vehicle maintenance. This is because these skills earn far more money in the labour market than if people with these skills be paid if they came to work at Southgate College as a teacher. 2. Owners of these skills would be expected like all teachers in further education, to undergo 2 years training part time for the certificate of education, which is a government requirement. But many plumbers and electricians are already well qualified and resent the fact that they have to do another period of training 1 day a week for a job in which they earn far less money than if they stayed as plumbers and electricians without the qualifications. So it will be better for the plumbers and the electricians to carry on doing there own jobs rather than becoming a teacher. This is the reason why these courses are hard to come by. So as this shows the rapid decrease in staffing in these
Human Resources
Unit 4 - Human Resources Introduction I am going to be studying Astra Zeneca in my coursework and I am going to explore the human resource functions such as HR planning, recruitment and selection, training and development and performance management, appraisal and termination of employment, discipline, rewards and conditions of employment, working conditions and wage bargaining. I will be addressing any areas of conflict between the functions and I will evaluate the effectiveness of the HR management towards the overall competitiveness of the business. I will investigate the employment trends and the availability of labour in the area and how that affects the business, also staff and sickness statistics, the recruitment and selection processes and also the training and development and also the performance management strategies in place such as F.Herzberg's two-factor theory and Abraham Maslow's hierarchy of needs. Astra Zeneca provides effective medicines designed to fight disease in areas such as: cancer, gastrointestinal disease, asthma, high cholesterol, hypertension, migraine and schizophrenia. The company spends over $14 million every day on research, has 60,000 employees worldwide (45 different countries) and made an operating profit of $4.1 Billion in 2003 (www.astrazeneca.com). Astra Zeneca sells to over 100 countries mostly through their own local marketing
MANAGING HUMAN RESOURCES
01 Acknowledgement 02 Preface Introduction 06 03 P1. Understand the different perspectives of human resource management. 07 04 P1.1 - Explain Guests model of HRM 09 05 P1.2 - Compare the differences between storey's definitions of HRM, Personnel and IR practices. 06 P1.3 - Assess the implications for line managers and employees of developing a strategic approach to HRM 0 07 Task-2 08 P2. Understand ways of developing flexibility within the workplace. 1 09 P2.1 - Explain how a model of flexibility might be applied in practice. Relate this to the organization chosen or reflect your argument with examples. 4 0 P2.2 - Discuss the types of flexibility which may be developed by the chosen organization or give examples. 6 1 P2.3 - assess the use of flexible working practices from both the employee and the employer perspective. 7 2 P 2.4 - discuss the impact that changes in the labor market have had on flexible working practices 20 3 Task-3 4 P3. Understand the impact of equal opportunities within the workplace of your organization and compare it with Tesco. 21 5 P3.1 Explain the forms of discrimination that can take place in your workplace. 22 6 P3.2 Discuss the practical implications of equal opportunities legislation practiced in your organization. 24 7 P3.3 Compare the approaches to managing equal opportunities and managing diversity.
