The organisation needs to have employees that have the necessary understandings, expertise and abilities thatare needed and required to do their work. In order for training programmes to begin, the organisations future requirements need to be analysed and the decision of which employees need the training should be discussed. The training programme can then be developed. This process is for employees that were selected for the job but might have difficulty in accomplishing the organisations tasks; it will help them learn the skills to do the job. Training and development programmes must be set up for the employee's attitudes and for their skillsto be improved.Training is not only for the new employees, it is also for the present workers. The existing employees need help to cope and to adjust to the change in technology such as the legal alternatives and the new forms of transport. Successful training programmes are when there are actively involved members. Developing their skills will benefit the organisation as it allows the employees to receive a higher education for the performance of future jobs. This will help in the developing of their career plan.All organisations should have a designed test coursethat considers the knowledge of the employees before and after the training programme. If the organisation fails to adapt and keep up with the employees change in technology it can cause the opposition level to rise.
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There should be intended reward and benefit systems for the employees that have reached high levels of production.Rewards and benefits consist of a package that is given to the employee after preforming well in their work. If the employees are motivated they will work harder and might receive rewards that include vacation deals, a bonus, prises, increase in salary, pension programme, health and life insurance, or promotions. There should be a safety and healthy working environment that are free from dangers. There should be a group within an organisation that have safety check-ups to make sure that there are no surroundings that can cause accidents and poor health. If there are incidences that involve accidents this group will support the people involved and they also design safety programmes.Safety and health consist of four primary foundations namely; chemical, physical, anxiety and biological surroundings. All employees with personal, discipline and grievance problems should be assisted and dealt with. Good relationships are created when both the employees and unions are satisfied. The organisation as well as the employees has to obey the laws and Acts.
The economic environment
This is a demonstration of how wealthy an area is. The economy is influenced by the standard rates of interest, inflation, the stock market directories and the Gross National Production trend. Its available resources, money and investments contribute to this wealth. In order to produce this wealth there needs to be a successful labour productivity. Well-organized productivity can only occur when the employees are motivated and trained. The issues that evolve around economic factors are the amount of people that are jobless, the amount of people that have jobs, the productive rate, thequantity of profit, the amount of employees in an organisation, the rivalry rate, the average wage rate of employees, House prices and costs of living. If there is a downturn in a country, the people spend less money then what they usually do. This means that they will not be buying any forms of luxuries. Luxuries are only bought when success of the people has increased.
The political environment
This deals with how the organisation functions and its conditions created by the government in charge of a country. It falls under the control of the government and not the firm. The government influences the well-being, training and the organisation of a country. Political factors Include in the range between tax procedures, labour and environmental laws, and the trading limits. Their government created training legislations to help improve the development of human resources by creating the acts such as; The Labour Relations Act, The Mine Health and Safety Act ,The Occupational Health and Safety Act, The Basic Conditions of Employment Act, The Skills Development Act, The Employment Equity Act and The Skills Development Levies Act. If the organisation fails to apply to these Acts it can be forced to close.
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The Acts above was taken from the handbook, human resource management fresh perspective, Richard Bowker 2006, page19.
The social environment
Social environmental factors are the cultural impacts of time. This includes any matters that affect the society caused by the people living in an environment, HIV/aids rate, diversity and matters that deal with the employee's attitudes towards dress and work, taste, demands, standards, education, age, gender, production, abilities and expectations.The demands for a particular good vary as new products are being produced constantly. As new products are produced the prices and demands of the older goods will decrease therefore the organisation has to create strategies to overcome the older goods successfully.The organisation should analyse and examine these findings as the demands change rapidly.
The technological environment
This factor involves the features of society and the organisation. This includes the improving and the creation of new equipment, resources and procedures that helps to improve the productivity and quality of goodsusing science and engineering.With the creation of new equipment the employees will need to be trained to be able use it. Some well-known technology developments are the internet, semi-conductors, networking, and the forms of communication. If the organisation keeps up with the alteration of technology it can keep its power over the other opponents. As technology changes it affects the prices, value and the invention of older equipment so the organisation has no other choice but to keep up with the new equipment.
Hendry and Pettigrew (1990) defined human resource management as the help tool to develop the organisation cultures and strategies so that it can run properly during the procedures of change.
There is a continuous alteration in the environment which causes the organisations to transform and adjust their employees. The financial alterations are due to the needs of the market, for instance;new forms of technology, the change in theeconomic sequence, thequick change in the economy and the rise in rivalry. The human resource management duty is to measure the change efforts by using the total management amount, the organisations procedure or re-manufacturing or re-arranging the organisation to the changes. The procedure of change begins with the investigation of the existing state and how the state came about. By doing investigations it will indicate to the employees the necessity of change and the most suitable action for it. It is vital for the change management to receive full guarantee and rights by means of their employees. The result of the employees involved in the alterations procedures is that there will be problems in designing and carrying out the human resource strategies.
For the organisation to adjust well to the alterations it needs to have a strategic approach to human resource management. The organisation needs to realise that their employees are resources that ought to be technically advanced to be skilful enough to cope with the external environmental factors as well as to keep ahead of their rivalries. Employees need to be involved in training, therapy, group meetings as well as management in training and performance. The strategic approaches purpose is to make sure that the firm's culture, arrangement and style is combined with assurance, motivation and the value of the employees to accomplish the strategic goals of the organisation (Armstrong, 1998).
The OD change model by Lewin (1951) involves three phases; unfreeze, the move and then the refreeze.The unfreeze phase is about informing all the employees about the importance and benefits of change. It offers the employees the responsibility to forget their past behaviours. The next phase is move. This involves the alteration that occurs. Refreeze is the last phase. This phase involves the assessment and evaluation of the procedure of change. It allows the favourite behaviours to be secure and stable.
2.1) The link between strategic planning and human resource planning
Human resource planning uses the data from the strategic planning procedure as feedback to foresee the needs of the organisation in the years to come.The human resource management uses the strategic planning to make the organisations decisions in steps. Human resource management adjusts its planning to the overall organisations plans.
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This is the process whereby the whole organisations goals, purposes and objectives are determined. Different business analysis techniques can be used in strategic planning such as the SWOT analysis and PEST analysis. Strategic planning is a process for the organisation to set out the overall direction, and to overcome all the main activities inside an organisation.
Human resource planning
This mainly involves the concern of the employees of an organisation. It plans to help better the employees as well as accomplish maximum hard work and motivation from the employees.
2.2 Possible external recruitment sources
High school and vacation schools
Organisations need secretarial and entry-level workers
Colleges and universities
These have prospective workers that the organisation looks for.
2.3) Possible recruitment method
This is a cheap method of attracting a mass of people that is interested in a job. The needs of the organisation are expressed to the public through radio, newspaper, TV, magazines and other forms of communication. This method is the most effective as it attracts the right person for the job that is needed. If the graphics in the advertisement is good, the interested people will then apply for the job.
3.1) Interview questions related to the job
How do you think you will be beneficial to the organisation?
Do you think that you have experience in this line of work, if so, what are they?
3.2) a training approach that will be beneficial
During my research i found that Human Resource Management is a vital component within a business. It serves the company in many ways and it helps companies control any challenges faced in the environment and in terms of how it can affect the employees. The changes in the environment happen on a daily basis therefore it is vital that the human resource management team responds to these changes.
Bibliography and referencing
Human resource management fresh perspectives textbook, 2006, Richard Bowker