Challenges Faced By The Personal Mangement Business Essay

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The personal management basically deals with ones ability to map a plan for his/her life that could involve setting short-range and long-range goals and investigating variuos possibility to attain those goals.

In organizations, a workforce is required which that monitorthe safety and performance of employee who are actually part of the process. So, basically when a group of people are engaged in this assignment, they are actually part of the personal management.

The role of a personal manager involves staffing people, must also focus on shortlisting and interviewing applicants and also focusing on the individuals, so that the people could be placed throughout the organisation according to their skills.Another area of functionality being participation in designing of policies and procedures which relate to personnel is another important aspect of the personnel management process. The personnel management team's area of functionality also extends tohandling any healthcare program offered to the employees.

Also drafting of the company handbook requires assistance from the personal management group. The company policies relating to employee appraisal, dress code, staff requirement and disciplinary procedure has to be defined by the team of personal management.

HR Management

Human resource management (HRM) is the strategic and comprehensible approach to handle thecompany's most esteemed assets - the group of personnel working in close combination toward the common goal of the success of the company. The terminology "human resource management" and "human resources" (HR) has in recent years replaced the "personnel management" as a definition of the procedures that involves handling people in company. Human resources management and welfare also reflects the quality of the internal processes of the company.

The HRM strategy refers to the ways in which the effective implementation of specific functions of HRM is carried out.

Basically an HRM strategy consists of (Personal Management, 2010):

Best fit and Best Practice

Close collaboration between HR and top/senior management official to develop the corporate strategy.

Continual monitoring of the strategy, via employee feedback, surveys, etc.

The HRM strategy could be further broken down to - the people strategy and the HR functional strategy. The strategy relating to the people refers to association HRM policies to achieve the target defined by the corporate strategy. The HR department is also responsible to analyse the policies practised by the HR department itself, so that the progress of employee within Hr group could be monitored to make sure that he department's own targets are met.

Task 2 and 3

Recruitment Process: The major area of recruitment within my store, whose nature of business is very close to that of ASDA, Tesco and Sainsbury will be bakery, customer service, pharmacist, and checkout staff, till operators, stock handlers, supervisor, Floor manager and Store manager. Its distribution depots require people skilled in stock management and logistics.

The company will have strict hiring policy which will not compromise in terms of the expected profile of the employees and if the desired profile is not found then the position would remain vacant until right candidates fill the position. The employees would al if they refer the right candidate for position within the.

The elasticity in the recruitment processwould definitelyassistin the direction of employee satisfaction, which would allow the employees choose their jobs and designations. Though the company'srecruitment process might be costly and slow but it will get more than what it would get in a traditional model from the employees

First of all the job description and person requirement and skill necessary will be defined for the advertisement of the vacancy, which is been provided below:

Job Title

Responsibility toward the job

Responsibility towards the organisation

Details of role and functionality

Recruitment alsoincludesfascinating the right standard of applicants to apply for vacancies, which could be done by mentioning the benefits and bonuses and career growth which could be offered to the competitive personnel.

The overall recruitment process is been depicted in the flow chart below in figure 1.

As could be seen from the flow chart below initially the positions will be advertised in local newspaper and website with all the desired skill and job role and benefits defined. The CV and cover will be asked in the initial stage to narrow the search for ideal candidate. In the second stage self-assessment form asking about candidate's previous experience in the similar environment, ability to perform well under pressure and many other relevant things will be asked, which would allow further narrowing of the candidates. After this stage the selected candidates will be invited for the technical interview by the senior official, finally the selected candidates will be called for the HR interview where the documentation will be checked and the right candidates will be offered position within the organisation and will be provided training to get accompanied with the nature of the business.

The training process will be intense and highly competitive to make most of its employee i.e. making them more yielding terms of result with the trainers being dedicated for sales for each store. The training will not just be on job but would also include a formal training before going on job to make sure the employee is ready to serve the customers in an educated and informed way. The training could be stretched as far as 235 Hrs. for full time employees with follow up training of 160 Hrs. annually thereafter while the part timers go through a stringent 100 Hrs. training before they can report to duties, which is almost equal to around 2 weeks of training for just a part time employee

In any large organization such as the supermarket, the human resources department is led by the director who heads many sub branches within the store like recruitment, training and development, labor relations and welfare. The divisions will be led by managers and the managers would bein charge for the performance of their division which will be under the supervisionof the HR director. The divisions perform the following duties as follows:

The recruitment managersgenerally are involved in recruiting new staff in various divisions like shortlisting, interviewing, selection and hiring operations which are furtherlooked by specialists.

The Training and Development managers are concerned with training the employees to the required skill level as per the job requirement. The managers in the project teams propose the HR department for resources and the requests are redirected by the HR director to the concerned divisions for appropriate training. The training and development manager is also responsible for updating the skills of the existing employees to cater to the need of the future projects which might require employee to perform differently from his/her routine task(Pettengell, 2008).

Figure : Recruitment process for my new store(Quality Process)

Staff Retention: Usually there is always resignation from the employee upon finding the lucrative offer, which some time cloud lead to staff shortage, however a modestamount of staff turnover is assumed to be good for a business; organization must always be ready for such situation or being more precise it could be said that the organizations must have solid strategy to retain employee with them by offering training and development, good perks, bonuses and promotion or holiday packages. If not performed quickly and according to the planned strategy the shortage of staff due to resignation could prove to be very costly which could lead to the lack of morale within the organization lowered reputation in market and reduced sale.

The important step in strategy must always be to figure out the cause behind the people leaving the organization. It's quite possible that there might be reasons like an attractive new job or a chance to remodel their standard of living by working on projects outside of mainstream work. However, most of the resignation is due to the dissatisfaction with the current job due to one or the other reason.

Some of the main reason for people leaving job are stated below:

Low salary and Benefits

Lack of required training and career progression opportunity

Disappointment with management

Dispute within colleagues

Unbearable journey

Lack of work/life balance

Usually, company do try to organise 'Exit Interview' to work put the cause by analysing the reason pointed put by the individual but generally these interviews are not very fruitful as people in lieu of obtaining descent reference modify their reason of leaving. However, through and proper analysis of the data provided can provide valuable feedback which further could be used to device the strategy to check such departure. (Staff Retention).

Some of the ways in which the staff retention could be improved have been outlined below which could be practised as single element or a combination of many elements depending upon the feedback from the exit interview (Staff Retention).

Making sure that the recruited candidate is aware of the nature of the business and job responsibility

Offering opportunities of career growth

Effective appraisals

Recruiting people from different ethnic origin i.e. focusing in diversity.

Taking measure to check abuse of employee.

A good work/life balance.

Designing a methodology which allows employees to register dissatisfaction, whether it isassessments, complaint proceeding and so on.

Leadership training for managers.

Legal and Ethical Issue:

Some of the ethics that would be incorporated in the organisation have been discussed below (Talking Tesco):

Employment is freely chosen

Freedom of association and the right to collective bargaining are respected

Safe and hygienic work place

Prohibition of child labour

Good wages are paid to support living

Sufficient working hours

Dealing discriminationstrictly

Creating employment

No harsh or inhumane treatment is allowed

The resolution would oblige company to appoint independent auditors to ensure that workers in its supplier factories and farms are guaranteed "decent working conditions, a living wage, job security" and the right to join a trade union of their choice. Also legal issues are equally important within the organisation from point of view of changes in policy in home country, political instability, foreign trade policy, taxation policy, bank interest rate, inflation, export and import charges.

Task 3

Disciplinary Procedure: It is not always easy to fire someone legally.Now a days Laws and cases have become more defensivefor the member of staff. However the "at will" policy is still widespread, still there could be exemptions. With, employees increasingly dragging managers and companies to law for "unlawful dismissal," nuisance, prejudice, and other reasons, proper reason must be obtained before termination an employee as lawsuit could get expensive and disgusting which also some time leads to negative public image.

Some of the most appropriate reasons have been outlined below: (Work Force Management Termination):

Consistent incompetence: If an employee work is not at competitive level of which he is been told and provided opportunity to work it put but in spite of it if the employee fails to improve his/her work attitude termination would be seen as appropriate decision

Violation of company policy: If an employee tends to adhere the organizations policy, in legal or nay other matter with intention then the termination could proceed without any hindrance. Violation of anti-harassment, prejudice, or secrecy policies is particularly actionable.

Repeated unexcused absenteeism or tardiness: Repeated absence from the work of which the employee has been communicated by the senior official to which his/her response has not been satisfactory termination could proceed. But before terminating the employee must be offered an opportunity to defend, proper investigation must be carried out. If they're the result of a medical condition, then the termination couldnot proceed.

Physical violence: In case when an employee does physical abuse or threatens his/her colleague, termination must be done immediately. All employees reserve the right to a safe work environment, and employers should ensure that the work place is safe and sound for their employee.

Drugs and alcohol: In case when an employee is found to be under the influence of drugs other then prescribed immediate suspension or dismissal could take place. But mostly employers refrain from terminating an employee alternative of which is rehabilitation or counselling.

Illegal acts: In case when employees are engaged in theft or fraud, immediate termination is justified. Before the accused employee is fired it should be made sure that all the facts have been acquired and employee's side of story has been heard,

Falsified information: If an employee provides false information during the recruitment process like work employment history, fake degree etc. When it's discovered and the falsification appears thoughtful and material, dismissal from job is usually justified.

Based on the above discussion Paul Wilkinson's termination is justifiable on the basis of above discussion in point 3, which deals with the continued absence from the work. Hence the Paul's has already been communicated regarding his absence to which his response was not found satisfactory a disciplinary action leading to termination would be more appropriate. To execute this process an official report has to be acquired which contains appraisal from Paul's senior official, if this absence is been highly condemned in the report and provided enough evidence of inconvenience caused due to Paul's work style, termination could proceed easily. Alternatively a Paul could be given a second chance if successfully provides reasonable evidence which obstructed him from working regularly, a failure to do so has to dealt under the policies defined in the disciplinary action. The company must have adequate document to fire Paul, if in case Paul tries to sue his employer these document must be provided for the sake of justification.

No employer appreciates its employee's stealing from them. No matter what the amount of theft is, theft costing as small as notepads, pens or small sum of money missing from the till or an attempt made to do fraud with the employer, any of these outlined and many other at are unappreciable under any circumstances. Any such behaviour could lead to termination or suspension depending upon the magnitude of the theft.

Although there is disciplinary action defined for the stealing employees but employer needs to make sure that they have concrete proof against the individual to proceed with any kind of legal action. As, condemning any individual of theft without sufficient evidence could lead to legal action or even the management could be sued for this nuisances. However, with the aid of CCTV or computer records one could be established guilty of theft.

Sheena's offence definitely comes under disciplinary procedure and has to deal accordingly. Sheena must be asked to justify her act or should be compelled to reveal the name of other colleagues who are encouraging such type of unacceptable behaviour within the organization. Evidence must be provided to Sheena before taking any action. If enough evidence are available from CCTV or Computer Record Sheena could be fired for her unprofessional behaviour.

Conclusion: The personal management and Human Resource Management aretwo very important branch of any organization. Having been engaged in the most of the activity within the company its absence could cost in terms of business. Hiring right candidate and providing them efficient training is a basis of company's success. Further the effective communication between employee and employer is very necessary to check the staff retention.