This report distinguishes the various types of management and assesses the function of HR. Also it evaluates the roles and responsibilities of line-managers as well as the duties towards HR planning. Furthermore the report outlines the stages of HR planning whilst comparing the recruitment and selection process. Moreover the author evaluates the effectiveness of recruitment and selection techniques and the link involving motivational theory. Finally it evaluates the job evaluation process whilst assessing the effectiveness of reward systems to monitor staff performance. This report is part of the BTEC Higher National Certificate series by the author and relates to Unit 23 - Human Resource Development.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Personnel Management
- Human Resource Management (HRM)
- Difference between Personnel Management and HRM
- London Linen Supply
- Business Approach
- HR Tasks
- HR tasks helping business strategies
- HR tasks hindering business strategies
- Effective Line Manager Tasks
- Ineffective Line Manager Tasks
- Recommendations for Improvements
- Human Resource Planning
- Competitive Advantage
- Culture Change
- Investment Costs
- HR Planning Stages
- HR Planning Difficulties
- Tesco's Recruitment & Selection
- Effectiveness of Tesco's procedure
- Ineffectiveness of Tesco's procedure
- Google's Recruitment & Selection
- Effectiveness of Google's Procedure
- Ineffectiveness of Google's Procedure
- Motivational Theory
- Link
- Job weighting process
- Benefits
- Limitations
- Factors determining pay
- Skill Based Pay
- Effectiveness
- Ineffectiveness
- Appraisals
- 360-Degree Feedback
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This report aims to distinguish the types of management and assess the HR function. It evaluates the roles and responsibilities of line-managers and HR planning. The report also outlines the stages of HR planning and compares the recruitment and selection process, evaluating the effectiveness of these techniques and the link involving motivational theory. Finally, it evaluates the job evaluation process while assessing the effectiveness of reward systems to monitor staff performance.
- Comparison of Personnel Management and HRM
- Assessment of HR Planning and its Stages
- Evaluation of Recruitment and Selection Techniques
- Analysis of Motivational Theory and its Link to HR Practices
- Examination of Job Evaluation and Reward Systems
Zusammenfassung der Kapitel (Chapter Summaries)
- Introduction: This chapter provides a general overview of the report's scope and objectives, focusing on the distinction between personnel management and human resource management (HRM).
- Personnel Management: This chapter explores the traditional approach to personnel management, highlighting its focus on administrative tasks and its reactive nature in responding to employee needs.
- Human Resource Management (HRM): This chapter delves into the principles of HRM, emphasizing its proactive approach and its strategic alignment with business objectives. It highlights the importance of employee development and motivation in achieving organizational goals.
- Difference between Personnel Management and HRM: This chapter contrasts the key differences between personnel management and HRM in terms of their approach, decision-making processes, and focus on employee engagement.
- London Linen Supply: This chapter examines the case study of London Linen Supply, identifying the company's approach to managing its human resources. It explores the company's organizational structure and its alignment with the principles of personnel management.
- Business Approach: This chapter analyzes London Linen Supply's business approach and how it impacts its HR practices. It explores the company's use of a bureaucratic structure and its reliance on traditional management techniques.
- HR Tasks: This chapter outlines the specific HR tasks performed by London Linen Supply, differentiating between tasks that support business strategies and those that hinder them.
- HR tasks helping business strategies: This chapter focuses on the HR tasks that contribute positively to the company's overall strategic objectives, emphasizing their role in employee development and productivity.
- HR tasks hindering business strategies: This chapter examines the HR tasks that may negatively impact the company's strategic goals, highlighting potential areas for improvement.
- Effective Line Manager Tasks: This chapter explores the role of line managers in supporting effective HR practices, focusing on their responsibilities in motivating and developing employees.
- Ineffective Line Manager Tasks: This chapter identifies potential shortcomings in line manager practices that can hinder employee performance and organizational effectiveness.
- Recommendations for Improvements: This chapter provides recommendations for improving the HR practices of London Linen Supply, suggesting ways to enhance employee engagement, motivation, and performance.
- Human Resource Planning: This chapter introduces the concept of human resource planning, outlining its importance for aligning organizational goals with human capital needs.
- Competitive Advantage: This chapter explores how effective HR planning can contribute to a company's competitive advantage by ensuring that the right skills are available at the right time.
- Culture Change: This chapter discusses the role of HR planning in facilitating organizational culture change, ensuring that employees are equipped to adapt to new processes and values.
- Investment Costs: This chapter examines the financial aspects of HR planning, highlighting the importance of considering investment costs and return on investment in human capital.
- HR Planning Stages: This chapter outlines the key stages involved in effective HR planning, from forecasting future needs to implementing strategies for talent acquisition and development.
- HR Planning Difficulties: This chapter identifies the challenges and complexities associated with HR planning, such as forecasting future skills requirements and managing organizational change.
- Tesco's Recruitment & Selection: This chapter analyzes the recruitment and selection practices of Tesco, a leading retail company, highlighting the company's approach to attracting and hiring top talent.
- Effectiveness of Tesco's procedure: This chapter evaluates the effectiveness of Tesco's recruitment and selection process, highlighting its strengths in attracting diverse candidates and using assessment methods to identify the best fit.
- Ineffectiveness of Tesco's procedure: This chapter examines any potential shortcomings in Tesco's recruitment and selection process, identifying areas for improvement.
- Google's Recruitment & Selection: This chapter analyzes the recruitment and selection practices of Google, a leading technology company, exploring its innovative approach to attracting and hiring top talent.
- Effectiveness of Google's Procedure: This chapter evaluates the effectiveness of Google's recruitment and selection process, highlighting its success in attracting and retaining highly skilled employees.
- Ineffectiveness of Google's Procedure: This chapter examines any potential shortcomings in Google's recruitment and selection process, identifying areas for improvement.
- Motivational Theory: This chapter explores various motivational theories that are relevant to HRM, examining the different factors that influence employee motivation and performance.
- Link: This chapter analyzes the link between motivational theory and HR practices, exploring how understanding employee motivation can enhance the effectiveness of HR initiatives.
- Job weighting process: This chapter examines the job weighting process, a method used for assessing the relative value of different jobs within an organization.
- Benefits: This chapter outlines the benefits of using a job weighting process, highlighting its role in creating a fair and equitable pay structure.
- Limitations: This chapter discusses the limitations of the job weighting process, identifying potential challenges in applying it to all types of jobs.
- Factors determining pay: This chapter explores the various factors that influence pay levels, including job complexity, skills required, and market demand.
- Skill Based Pay: This chapter examines the concept of skill-based pay, a system that rewards employees based on their acquired skills and knowledge.
- Effectiveness: This chapter evaluates the effectiveness of skill-based pay systems, highlighting their potential for enhancing employee motivation and performance.
- Ineffectiveness: This chapter explores the potential limitations of skill-based pay systems, identifying circumstances where they may not be effective.
- Appraisals: This chapter discusses the importance of performance appraisals in evaluating employee performance and providing feedback.
- 360-Degree Feedback: This chapter examines the concept of 360-degree feedback, a comprehensive appraisal system that incorporates feedback from multiple stakeholders, including supervisors, peers, and subordinates.
Schlüsselwörter (Keywords)
The main keywords and focus topics of this report are Human Resource Management (HRM), Personnel Management, recruitment and selection, motivational theory, job evaluation, reward systems, performance appraisal, and strategic HR planning. It explores the effectiveness of these practices and their contribution to organizational success.
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- Amritpal Hayre (Author), 2013, Human Resource Management. Roles of Line-Managers and Stages of HR Planning, Munich, GRIN Verlag, https://www.grin.com/document/288167
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