management

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HRM activites within the organization

Human Resource Management (HRM) is the function within an organization that focuses on providing direction, monitor, controlling, and recruitment for the people who work in the organization. Human Resource Management can also perform as line manager. HRM is the organizational function that deals with issues related to worker like administration, hiring, training, communication, organization development, safety and employee motivation. Activity of HRM is also keeping employee records, employee benefits, and personal polices.

HRM role is very important in the organization and it has a great impact to a business’s success and performance. Recently, organizations consider the “HR department” as playing major role in staffing, training, and helping to manage people so that people and the company are performing at maximum capability in highly fulfilling manner.

British Gas is UK’s best recognized energy brand. It is part of Centrica group. It was establish in 1986. British Gas plc was demerged with Centrica plc in 17 February 1997. Centrica is a multinational company, which business with many countries. British Gas provide gas, electricity and home repair services to millions of customer in England, Scotland and Wales. It is the UK’s leading energy and home Services provider.

As per the case study I am HR manager of the British Gas plc. Company needs high caliber staff with right skill for the installing and maintain central heating and gas appliances. So I will put my idea as HR manager to select staff in the British Gas.

Task-1

HRM activities in the organization

There are main three activities like Staffing, health, safety and welfare and total rewards to developing of human resources management in my British Gas company. So I will explain all these activities as follows.

Staffing

Staffing is the process is to filling the gap of workforce in the origination. This is done by identify the workforce recruitment, selection, placing, promotion, apprising. For the right staffing there are main three activities like job analysis, recruiting and selection.

Job analysis

Job analysis is the process of determined and identifies in detail a particular job duties and requirement. Job analysis is the process where judgments are mad on the collected data on particular job. The purpose of the job analysis is to collect data for ‘job relatedness’ of worker procedure like recruitment, selection, wages, training and performance.

Recruiting

Recruitment is the process of locating, identify and attracting right capable employees. Recruitment process can be current and futures need. There are two types of recruiting process: internal and external. Internal recruiting source are employees data bases, job postings, promotion and transfer. External recruitments advertise employment agency, e-recruitment and many more. In this process has many employee comes for interview but company’s main motto is attracting people to apply in the right place in the organization. BGS needs 9000 employees for install and maintain central heating and gas appliance. In this process has many employee comes for interview but company’s main motto is attracting people to apply in the right place in the organization.

Selection

Selection is process of select the right qualified employee for the right place. In recruitment process applicant have fill the application form for the job. Selection refers to the process of choosing individuals form pool of applicants who are most likely to achieve the goal for the job that may assign them. BGS needs right employee who have skill of maintain central heating, repair the boiler and to making good communication with the customer. These are personal qualities that can impress the customer perception. There can be different tests for the job. There are different processes to select the employee for the right job to the right place. (Torrington Derek, 2008)

2 Health, Safety and Welfare.

Health safety and welfare is part of legal concept of HR. Organization have to provide safe work environment to the employees. Health refers to the conditions which indicates that person is free to illness, injury or mantel and emotional problem that impairs normal human activity. Safety may define as freedom from risk and danger. The health and safety function is direct relegated to the elements of the HRM cycle – selections, appraisal, rewards and training. The development of health, welfare and safety is to a large extent connected with human resource management development itself. The importance of health, safety, and welfare from the employees’ point of view is clear because their futures and lives at risk. BGS follow the law as per the act 1974 to the health, safety service. When Employer fails to meet their health and safety they can claim against the company. British Gas law under health and safety, which is I mention here.

It should be safe and healthy environment at workplace.

Ensure that a supply of drinking water and toilets are requirement.

Provide paper with you which are written instruction and information to protect health and safety.

BGS is very concise about the health, safety and security, because BGS’s most work is related as danger work for instance electronics wok. (Bratton John, 2001)

3 Total rewards

Total rewards can be divided in two parts: transactional rewards and relational rewards. Transactional rewards refer to pay and benefit. A relational reward refers to learning, work environment, development and many more. Development and learning can be including work place learning and development, performance management, training and career development opportunity. As per the Reward Management annual reports 2005, relation rewards is recognize as critical contributors to employees satisfaction. Element of total rewards can be define as Compensation, Benefits, Work-life, development and career opportunity and Performance and reorganization.

The aim of giving total rewards is to encourage positive worker committee to and engagement with company. Total rewards also provide for motivate the employee to more work force. Its approach is important to create a winning team. (Lai K.T, 2009)

Task-1 (B) objectives of the each these activities.

1 objective of recruitment and selection

The objective of the British Gas is to provide good services to the customers. BGS needs that type of engineer who has good skill of maintain good services, such as boiler repairing, plumbing, electronics. Apart from this company wants to provide massive quality and secrecies and customer satisfaction. So employees have to qualities of these and it should be good manner with the customers.

The main objective of recruitment is to provide a group of qualified applicants so good applicant vacant is selected for the right job. Recruitment does not any meaning to select the mass unqualified employees; it would only waste of time and worth. The objective of Selection is to choose right employees for the right hob at right time.

For recruitment to be effective, some basic recruitment must be in a place. first is the company must have to job analysis, and second one is , various job specification and job description must have been finish. The organization also have clear identify of “key results areas” (KRAS) for the different jobs. (R., 2006)

2 Health, Safety and Welfare objectives

Heath and safety is too important that is concern with every personal in the organization. The main objective is to protect the health and safety against the accidents and provide better invironment to the worker.

If organization provides good health, safety and welfare so automatically work do better performance in the work place. After that company can easily achieve their target. (R., 2006)

3 Objective of total reward

The aim of objective is “creating a fun, challenging, and improve the work environment” In which individual can use their proper job abilities to meaningful job in the organization that are well appreciated. Thus, worker performance and motivation can be enhanced.

These activities objective can be effect to a make good organization. Effective rewards create a sense of a winning team. Organization align rewards can be effect on company’s goals and employees values In order to achieve massive performance results. (Lai K.T, 2009)

TASK1(C) HRM models

1 Matching Models

The matching models is closely allied with the “hard” interpretation of HRM; that is, the deployment of human recourses to meet business objectives.

Matching models asserts key area for the development of appropriate HR Polices and System of the British Gas.

Selection – Selecting of the most suitable people to meet business needs.

Appraisal - Appraisal, monitoring performance and providing feedback to the organization and its employees.

Rewards for appropriate performances. It is rewarding for short and long term achievements to increase the like hood of successful future Performance.

Development- developing is for high quality of employees.

Important of the Matching models:

To define human resource management

To review and evaluate the main models of HRM

To explore the association between HRM and business Performance.

To consider HRM in multinational corporation

To review models of the HR function

This model is formed the basis of ‘best fit’ school of HRM. The best schools of SHRM explore the close relation between to the strategic management and HRM by assessing the extent to which there is vertical integration between HRM policies and practice and business strategy. Vertical integration can be explicitly demonstrated to through the business goals and individuals’ objective setting. Vertical integration is liked between internal people process and polices and the external market.

Matching models is applicable here, because BGS wants to give best service to the customer, that service is connected to the worker who can give the best satisfaction to the organization. So BGS have to select right person for the particular service. As well as BGS should be give proper training to the employees. This model inter link to its vision, mission statement and strategic, so automatically company get theirs achievements and objectives. Company has to work as per the government rules and regulation and political forces can affect to the company’s objective. This may effect on culture forces and economics forces. (BeardWell juile, 2007)

2 Harvard Framework Models

In this models recognize that there are variety of ‘stakeholder’ in the organization, which include shareholders, different groups employees, and assumes that the creation of HRM will have reflect to these interests and fuse them as much as possible in to the human resource strategy and ultimately business strategy. This model considers the ‘human’ aspect of HRM and its link between employer and employees relationship. It is recognize the influence of labor market on HRM policy choices. Harvard Framework Model identifies four types of policy areas: Such as Human resource flows, reward system, employees influence and works systems. Situational factors and stakeholders are intrest to describe in the Harvard models HRM policies form there it leads to certain outcomes: commitment, competence, congruence and cost-effectiveness. The model further assumes that these outcomes lead to the long run consequences: such as individuals, wellbeing, Organizational effectiveness and Societal wellbeing. These are inter like to the stakeholder interest and Situational Factors.

The significant of this models is direct influence of business strategy on HRM polisies and practice, it illustrate reciprocal relationship of HRM policy with the organization strategy and macro and micro business environment.

This is important as conflict in BGS can lead to improvement in practices if managed effectively for instance employees’ relations. The employee relations element suggests that the HRM function can manage the conflict that arises from the gap between organizational objectives and the needs of other stakeholders such as employees and unions.

Providing

Harvard Models Framework

The element of best practice identified by Pfeffer (1998) is now widely universally accepted.

Employment security

Team working and decentralization

Sophisticated selection

Extensive tanning

Narrow status differentials

Communication and involvement


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