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HRM201 Human Resource Management 3

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  • Course Code: HRM201
  • University: Kaplan Business School
  • Country: United States

Question:

Human Resource Management involves a sequence of functions that extends from the time from when an employee enters an organisation until the time when, for whatever reason, the employee leaves the organisation. Some of the specific activities that are involved in HRM include:

  1. Job design and analysis
  2. Recruitment
  3. Staff orientation and placement
  4. Development and training of personnel
  5. Employee motivation including remuneration
  6. Performance appraisal

You are to choose an organisation which you will use to evaluate how that organisation’s HRM function uses three (3) of the above six (6) activities to assist the organisation to achieve and sustain competitive advantage in its particular market. You will present your analysis in the form of a PowerPoint presentation of no more than twelve (12) slides that include supporting notes.

 

Answer:

Introduction

  • Established in 1924 in Sydney
  • 1930 saw the company to expand internationally
  • 1937 saw the company launching the ‘Staff Assurance Scheme’
  • Employs more than 200000 people

Recruitment

  • Tries to select the deserving candidates only
  • Candidates are placed based on the vacancies available
  • HR department is very efficient that identifies the vacancies that are present within the company

Contd

  • Recruitment policies are based on the goals and objectives of the company
  • Selecting the right candidates help the company to be efficient
  • Recruitment policy is transparent for the candidates to understand
  • Recruitment factor depends on the size of the firm
  • Increased production line requires more employees
  • Gaps have been identified by the company within the recruitment policy that has been amended

Development and Training

  • Raining methods help in increasing productivity
  • Employees are selected based on tie skills for the training process
  • Team of experienced employees can be created
  • Use of latest technologies will be possible after training

Contd

  • Factor of time is important for calculating the duration of training
  • Proper information regarding training process
  • The company informs the employees so that they can be prepared for the training process
  • Company identifies the training needs among the employees
  • Selected trainees will be able to develop their skills
  • Orientation program
  • On-the-job training

Employee motivation

  • Increased level of productivity
  • Creating a positive environment
  • Avoid internal conflicts
  • Set goals for the employees on a short-term basis

Contd

  • Provides incentives to the employees such as individual and team
  • Recognition for the employees results in motivation
  • Cash prizes and gift cards being awarded to the employees help in increasing motivation
  • Shares profits with the employees
  • Efforts of the employees are recognized in a proper manner

  • Feeling of association with the company needs to b present among the employees
 

References

Anstey, E., Riggar, T.F. and Walker, J., 2017. Staff appraisal and development. Routledge.

Arli, V., Dylke, S., Burgess, R., Campus, R. and Soldo, E., 2013. Woolworths Australia and Walmart US: Best practices in supply chain collaboration. Journal of Economics, Business & Accountancy Ventura, 16(1).

Cascio, W., 2018. Managing human resources. McGraw-Hill Education.

Chao, G.T., 2014. Unstructured training and development: The role of organizational socialization. In Improving training effectiveness in work organizations (pp. 141-164). Psychology Press.

Choudaha, R., Chang, L. and Kono, Y., 2014. International student mobility trends 2013: Towards responsive recruitment strategies.

Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.

Keep, E., 2014. Corporate training strategies: the vital component?. New Perspectives, pp.109-125.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Smith, D.B. and Shields, J., 2013. Factors related to social service workers' job satisfaction: Revisiting Herzberg's motivation to work. Administration in Social Work, 37(2), pp.189-198.

Stachová, K., Stacho, Z. and Bartáková, G.P., 2015. Influencing organisational culture by means of employee remuneration. Business: Theory and Practice/Verslas: Teorija ir Praktika, 16(3), pp.264-270.

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