Resources Can Make Things Happen Business Essay

Published:

Human Resources Management is the strategic management of the employees, who individually and collectively contribute to the achievements of the strategic objectives of the organization. Human Resources Management is also the collection of selection, recruitment, employment legislation, discipline, development, training, reward systems, trade unions, productivity and motivation of the employees in an organization. Human resources management also acts as the link between the organization and the employees.

Aliveness, ability to think and decision makings, ability to respond, ability of training and development, ability of motivation, differentiated, difficulty in copying and designable are some of the main characteristics of Human Resources Management.

The main goals of Human Resources Management are improve employee productivity, employee development, increase quality of work life, ensure legal compliances and ensure customer compliances. The use of proper Human Resources techniques is a really powerful way for organizations to overcome these challenges, and to improve not only their quantitative goals but also their organizational culture, and their qualitative, cognitive aspects.

Human resources can 'Make Things Happen' while other resources such as money, machines, methods, materials information and time can 'Make Things Possible'.

Lady using a tablet
Lady using a tablet

Professional

Essay Writers

Lady Using Tablet

Get your grade
or your money back

using our Essay Writing Service!

Essay Writing Service

Assumptions for 'Best for Less Ltd',

Recruitment process

Identifying the vacancy

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

Selection process

Deal with the responses of job advertisements

Asses each application

Short list the applicants

Selecting test is to be held

Interviewing selected applicants

Background investigation

Medical tests

Sending standard letters to unsuccessful candidates

Selected candidates are informed

Reward system

There are three components

Basic pay - basic wages

Performance pay - performance benefit pay and overtime pay

Benefit pay - insurance, hospitalization, free tickets for holiday tours and retirement benefits

Exit procedure

The employee must give a letter which informs that the employee is going to resign before three months of resignation.

Before resignation, the employee is been interviewed to gather information about the resignation.

PERSONNEL MANAGEMENT AND HUMAN RESOURCE MANAGEMENT

PERSONNEL MANAGEMENT

Personnel Management is a traditional form of management and the manager is the person who organized, delegated and divided the work. It is also a part of management which concerns with people and with their relationships at work (2012, class notes).

HUMAN RESOURCES MANAGEMENT

Human Resources Management is developed approach of management. HRM helps the people to grow and facilitate them in developing self control, responsibilities and other abilities to work in an organization.

DIFFERENCES

Human Resources Management is broader in scope than personnel management

Personnel management is traditional while HRM is developed process of managing people.

Personnel Management is treated like a less important auxiliary function whereas HRM is a strategic management function.

Human resources management mainly gives importance to values and mission where as the personnel management mainly gives the importance to norms, customs and established practises (class notes, 2011).

Since there is a difference between personnel management and human resources management, as the HR manager the statement is been disagreed.

HOW THE HUMAN RESOURCES FUNCTIONS CONTRIBUTE IN ACHIEVING THE ORGANIZATIONAL FUNCTIONS

Organizational design, Human resources planning and improving, effective and structuring the content and size of the jobs for efficient task performance, flexibility and worker satisfaction, training and development, performance management, reward management, human resources management, health, safety and welfare, employee relations and human resources services are the functions of HRM. The main objectives of the organization are to increase their sales of the air tickets and give them a better service while increasing the market share of the organization.

In an organization HRM plays a main roll in achieving their organizational objectives since the HRM handles the employees of the organization for their objectives. From the day the employee is hired to the organization, HRM functions contributing to achieve the objectives of the organization such as through training and development programmes to make the employee efficient and giving a good knowledge in their field, giving knowledge about different tasks of the organization: for example, the T&T Ltd has 3 departments, so the employee is given with knowledge of working in all 3 departments. So the work will be more efficient in any department. Also the employees must be satisfied with their health and safety issues so that the employee is willing to work at any condition. Through the each and every process of the organization the employee relations should be very close and friendly so every one can work with each other. When this process of HRM functioning acts in a effective way it will be easier in achieving their objectives according the expectations.

THE ROLES AND RESPONSIBILITIES OF THE MANAGER IN THE TOURS DEPARTMENT

Lady using a tablet
Lady using a tablet

Comprehensive

Writing Services

Lady Using Tablet

Plagiarism-free
Always on Time

Marked to Standard

Order Now

To be a good manager in this field, a person should practice with different roles of human resources. So the person can face for different situations and also can fulfil the responsibilities.

As the manager in the Tours Department, the manager must be a guide for his low level workers, so they can follow him and reach their goal together. And also he must be a good adviser whenever there is a problem occurred. He must advice legal rights and also for the problems of the employees working under him. As the manager of the tourist department, he should also play the service role by providing services for the internal customers. The manager should also analyze the personal files of the employees, monitor the performance of the employees and also bench mark them. So the manager is facing the controlling role over his employees. He should also forecast the flexible working methods for the employees work under him so he can successful in his planning and organizing role.

When playing the HR roles, at the same time a manager should fulfil his responsibilities also.

Manage the performance of the staff in his department.

Achieve business and organization goals, visions and objectives.

Work for the growth for the organization by increasing the profit.

Working out compensations and rewards.

THE LEGAL AND REGULATORY FRAMEWORK FOR T&T

When forming a Human Resources Department the legal and regulatory framework also should need to give attention. The key aspects which are considered in HRM are,

Staffing - the child labour act - 1986

National minimum wage

Employee development

Employee relations - employee relations act 2004

Employee maintenance and welfare - EPF act 1952

When the departments are staffed the organization must consider about the child labour act where they cannot hire children as labours and also the hired labours should be paid even with the minimum wage according to the Sri Lanka.

The employees relations should be continued according to the employee act 2004 'workers now have statutory protection against offered inducements by their employer not to be or be a member of a trade union, not to take part in the activities of or not to make use of the services of their union, and not to have or to give up having their terms and conditions of employments determined by a collective agreement negotiated by their union' (class notes, 2012).

The HR department must also take actions for the employee maintenance and welfare which represents from the employee provident fund 1952. So the organization is responsible for the employee and pays the EPF at the end of the employee's service.

Therefore it is essential that the HRM department should consider the legal and regulatory framework when designing the HRM department in the organization.

POSITIVES AND NEGATIVE S OF STARTING RECRUITING FROM THE FIRST DAY AND THE IMPORTANCE OF HUMAN RESOURCES PLANNING

POSITIVES

The effectiveness of the recruitment process is higher

The organization can identify the employee transfers within the company

Contribute in training and development programmes of the employees efficiently.

Make the contribution of the employees more effective and efficient way.

NEGATIVES

Since it is the first day, the information gathered to start the process within the HR department is less, so the accuracy of the process may be less.

Difficulty in combining with the whole process of the organization at the very first day

Difficulty in transferring in to environmental changes such as technical changes at once.

HUMAN RESOURCE PLANNING PROCESS FOR T&T AND THE INFORMATION NEEDED

Identify the objectives and goals of

T&T

Identify and determine about the external environment by a SWOT analysis.

Organize the work to be done

Communicating and motivating to achieve the goals of the company

Monitor the activities towards its goal.

Report the achievementsStage 01

Stage 02

Stage 03

Stage 04

Stage 05

Stage 06

THE INFORMATION NEEDED (class notes, 2011)

The current jobs available in the organization

Number of employees hired in each and every job

Lady using a tablet
Lady using a tablet

This Essay is

a Student's Work

Lady Using Tablet

This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.

Examples of our work

Number of employees that should be work for each every job in the future

Number of employees for scarcity

The standards of the employees needed

For example: trained/ not trained/ full time/ part time

The time duration the hire the employees

RECRUITMENT AND SELECTION PROCESS FOR T&T COMPANY

RECRUITMENT PROCESS

Identify vacancies

Prepare job analysis

Job description

Person description

Prepare and publish advertisements

Processing application and short listing applicants for interviews

Interviewing and selecting the best employees for T&T.

Notifying applicants.

SELECTION PROCESS

Deal with the responses of job advertisements

Asses each application

Short list the applicants

Selecting test is to be held

Interviewing selected applicants

Sending standard letters to unsuccessful candidates

Selected candidates are informed

Since 'T&T Ltd' is a medium scale organization and 'Best for Less Ltd' is a large scale organization the process of recruitment and selection of T&T Ltd is not as much as complicated as Best for Less Ltd (according to the assumptions in page 02).

EVALUATING EFFECTIVENESS OF RECRUITMENT AND SELECTION TECHNIQUES IN T&T AND BEST FOR LESS LTD

Since the Best For Less Ltd is the market leader in the travel and tourism field. The organization is highly practised with the Human Resources practises. Every organization organizes recruitment and selecting process to hire best employees in the market.

The following are some approach to evaluate the effectiveness of this process.

By the turn over rate in the organization to determine the appropriate employees for the organization.

Evaluating job performance of the earlier employees

Feedback from the employees who are resigned

PROCESS OF JOB EVALUATION, THE MAIN FACTORS DETERMINING PAY AND THE JOB EVALUATION PRACTISES FOR T&T LTD

Job evaluation is a systematic way of determining the value of a job in relation to other jobs in an organization. Process of Job evaluation is the process of selecting compensable factors such as knowledge, skills, and decision makings and responsible, gather data on the job, evaluate jobs and assign specific pay values to the job (class notes, 2012). Job evaluation is the method of ordering jobs or positions with respect to their value or worth to the organization. Job evaluation aims at obtaining a relative ranking of a specific position against other positions across the same organization. To achieve this result, job information is collected and evaluated according to different individual factors and in relationship with other positions in order to ensure objective results (Armstrong Michael, 2006). Some factors that determine the pay are,

Individual skills and performances - the pay rates differs according to the skills of the employees where they perfume their given tasks successfully.

Supply and demand of labour - the pay rates also differs according to the worth of the job at the market place where if the demand is high the employee is paid high.

Geographical location - the pay rates differs when the location of the task differs. It means that if is more risky the employee is paid high.

Gender difference - although it is said that equal pay for equal work but still sometimes women are paid lower than men.

JOB EVALUATION PRACTISES FOR T&T LTD

There are 3 basic job evaluation methods,

Ranking - in this method jobs are arranged from highest to lowest according the value of the job. But this evaluation is difficult in large scale businesses since it is more complex in classifying.

Classification - this is method of grading job tasks so anyone can understand the grading rank of the job.

Factor comparison - A more systematic and scientific method of job evaluation is the factor comparison method. In this method jobs are classified according to some factors such as mental effort, physical effort, skill needed, responsibility, supervisory responsibility and working conditions.

Since the organization is a medium scale business and it has only 75 employees with three departments, ranking method of job evaluation is more suitable since this evaluation practises examined as a whole and not for basic importance of the factors in the job. The departments are separately ranked and the department rankings are combined together to the success achieving objectives of the organization.

A REWARD SYSTEM FOR T&T AND THE EFFECTIVENESS OF IT WITH COMPARED TO BEST FOR LESS COMPANY LTD

Reward system is rules, ways and systems associated with allocation of benefits to employees. Reward system should have objectives such as attract new employees to the organization; motivate the work performance of current employees and to maintain commitment to the organization.

The structured Reward System for T&T Ltd

The Reward system is formed with three components,

Basic pay

Performance pay

Benefit pay

The employee is given a basic salary and a bonus pay for the performance and the overtime payment. Company car benefits and Holiday entitlements are given to upper level and middle level employees. A health care benefit is granted to every employee in the organization.

As 'Best for Less Ltd' is a large scale business which is the market leader in the travel and tourism field, 'Best for Less Ltd' is granting more benefits pay for their employees. Although T&T Ltd is a medium scale business, it also grants a considerable amount of benefit pay for the employees.

METHOD OF UTILIZING IN DESIGNING REWARDS AND MOTIVATION THROUGH REWARDS

METHOD OF UTILIZING IN DESIGNING REWARDS

Basic pay - fixed wage according to the market pricing

Performance pay - all the employees can gain this pay by their individual performance where employee is motivate to gain this pay.

Benefit pay - the upper and middle level managers can gain more benefits from this and the low level workers also can participate to this through health benefit.

MOTIVATION THROUGH REWARDS

Motivation is the process which stimulates the action or performance of people to a certain goal and the factors that cause, cannel and sustain an individual's behavior is called motivation (class notes, 2011). This means getting work done from the employees with their own desire. Motivation is a psychological need of employees in any work condition.

To the maximum out of the employees the giving too much work load doesn't work, but if the employees enjoy their work and are interested with the work they do, it will be a reason to make their work more effective. For this the motivation is necessary, the rewards are granted to motivate the employees to make their work success. Because of that the organization has taken steps to grant them more rewards than the basic pay and there are some special benefit pay for the employees where they make the employee thinks that the employee's health is more important to work for the organization by granting them a health care benefit.

TYPES OF METHODS USED FOR PERFORMANCE APPRAISAL BY T&T LTD

Performance appraisal means the process of reporting the success of the duty of the employee up to the standards of the employer (class notes, 2011). The main objectives of this performance appraisal are to give promotions, increase wages, for the use of transfers and to use as a controlling method.

Some of the appraisal methods which can be used in T&T Ltd are,

Ranking of employees

Awarding

Best employee of the week

Best employee of the month

Best employee of the year

REASONS FOR CESSATION OF THE EMPLOYMENT

The reasons for the cessation of the employee who worked in Travels department may be caused due to,

Lack of motivation to work in the organization

The employee may be less motivated to work in this organization due to low payments and may be the benefits are not up to the standards to motivate the employee.

Personal problems

The employee may be having some personal problems such as; the employee is living far to the organization so that the employee may have travelling difficulties. Because of that the employee cannot work overtime after the actual working hours.

Working difficulties - example: problems with the upper management

The employee may feel some difficulties to work with his upper management, so that they have some working difficulties due to no matching situations.

EXIT PROCEDURES IN T&T LTD COMPARED TO BEST FOR LESS LTD

The exit procedure which can be used in T&T Ltd is,

The employee must give a letter of informing that the employee is going to resign from 2 weeks time. So the HR department can make ready the selected candidates for the organization.

The exit procedure is more advanced in 'Best for Less Ltd' than T&T Ltd. According to the procedure of 'Best for Less Ltd', the organization can,

Hire the best employees in the market

If the selection process is not done they can start the selection process.

Since they are interviewing the employee, they can get to know about some information on cessation of employees and they can make up their errors in the future.

IMPACT OF LEGAL AND REGULATORY FRAMEWORK ON THE EMPLOYMENT CESSATION ARRANGEMENTS FOR T&T LTD

As the organization T&T Ltd is located in Sri Lanka, the organization should follow the legal and regulatory framework of Sri Lanka. The act for the employment cessation is Termination of Employment of Workmen (Special Provisions) (Amendment) Act, No. 12 of 2003. Although the organization is a medium scale business, the organization should follow the rules of this act.

CONCLUSION

This report is written in order to investigate the current Human Resources Management best practices for the new HR department in the organization.

To establish a HR department in this organization, as the HR manager of the organization must have a good knowledge about Human Resources Management, function of HRM, rules and responsibilities a manager must have and also about the legal and regulatory framework that effects in designing Human Resources Management department.

As the main duty of HRM, the HR department should learn to maintain recruitment and selection process to hire good employees in the market place. For this purpose Human Resources planning process must be processed. So the organization can achieve the objectives efficiently and effectively.

It is important to carry out job evaluation practices, because it is easier to identify the job classifications and the grading in the organization. And by the reward system of the organization the employees who are hired should be motivated so the organization can achieve their targets and reach a higher level of the business. To organize the pay structures, for the promotions, for discipline decisions, to increase employee efficiency and to control employees performance appraisal methods are used in the organization. Performance appraisal methods such as ranking employees, awarding employees motivate the employees for their jobs.

It is important to know about the reasons for cessation of employees so the organization can manage with the future activities of the organization. As an organization carrying out with a good legal and regulatory frame work the organization is following suitable exit procedures and also cessation arrangements for the organization.