Business Personnel and Human Resource Management - Essay Example

Business Personnel and Human Resource Management TASK A. Explain the difference between personnel and human resource management and discuss the HRM function in terms of its contribution to organizational purpose. Every business has its Personnel and Human Resource Management plans which help it in their operation. These plans help the business to achieve their goals. Personnel management is part of management in an organization that deals with the management of the workforce (Reddy, 2004: 1). The well-being of the workers in an organization is under the management. Human resource management is the management that helps in the recruitment, selection, training and development of workers in an organization to get members who can work towards achieving the goal of the organization (Aswathappa, 2005:5). Although personnel management and human resource management may seem to be the same, the difference is that personnel management deals entirely with the workforce while human resource management deals with the resources (Pangarkar, 2008:17). The organizational purpose of a company depends majorly on the human resource management. An organization that lacks good and organized human resource cannot achieve its goal. Human resource management is important because it is the management that deals with the recruitment of the workers, without which the purpose of the company cannot be achieved. If there is lack of the workforce, then the organization would not achieve its goal. It is the human resource management that deals with the selection of the newly recruited workers, to ensure the workers work in the fields that they can deliver their duties well. The human resource management also organizes for training to the workers to ensure they gain knowledge. The processes of recruiting selection and training of workers, all which lie under human resource management work towards accomplishing the goal of an organization; thus, human resource management have an important impact on the purpose of an organization (Weber, 2008.:51). B. Access the role and responsibilities of a line manager in the Google Company The Google Company is a company formed with the aim of making it easy for people to search for anything from the web. It is a site that understands everything that anyone searches and gives back exactly what people need. Google, being a company like any other has its organizational structure which helps in its daily operation. A line manager is the manager who is closer to the workers, who deals with the issues brought to them by employees or teams and is responsible for a higher level of management for the employees (CIPD, 2013). Line managers are responsible for daily management of workers and issues affecting them. The line manager in this company is the one who manages the operational costs of the company through accessing the company’s operational expenses. Line managers should also provide technical training to the workers. They induce the workers to the job through organizing for trainings in the various job fields in the company. A line manager has the responsibility if allocating the work to different workers to ensure that the right person attends the right duty. It is also their duty to supervise the progress of the work in the company, to check for any failures in delivery of duty by the workers. They also monitor the quality of the work done to ensure that the company meets and maintains its standards. Customers in a given field of business have their needs and desires that need to be addressed. Responsibly, the line manager responds to the needs and complaints of the clients effectively to aid in realization of organizational golas. All these duties of the line manager focus on ensuring a successful progress on the company; thus it is the duty of the line manager to measure the performance of all the operations (Weber, 2008:73). C. Examine the organizational environment that impacts the HRM function in your organization, outlining the impacts of legal and regulatory framework of the country. Every company has its organizational environment that helps it in the daily running of their operations. The Google Company has an organizational environment that is friendly to their customers such that, the workers who work in the company enjoy the job and can give a good output from their services. The organization structure and environment influence the way the workers perform their duties. The company recognizes the importance of culture in that its being a world wide company it hires people from different nationalities and different culture. When not at work, people have time to enjoy their culture. This helps the workers produce the best of their services because they work freely and without any stress. Recognition of different cultures in an organization boosts the work output of the employees. The company hires people who have experience and knowledge about the job. For example, the CEO holds a bachelor’s degree in engineering and a master’s degree in computer science. This helps in getting having a team that will adequately deliver the purpose of the company. The output of a company relies on the employee input, thus if the employees have the knowledge on what they are doing they will deliver the best services. The company’s organization environment gives every worker to perform their duties well. Every person has different duties ranging from the CEO to the other directors. Giving every authority their time helps in ensuring that every part is done well. The duties of each member of the board differ and everyone has the ease of maintaining their part. This is a secret to success of any company because the workers will deliver their work without interruptions. The company offers benefits to their members, which range from, insurance benefits, health benefits, and retirement benefits (Hamen, 2011:121). This acts as a motivation to the workers leading to their good performance on their duties. Benefits are some of the things that people looking employment look after. The company that motivates their workers through benefits encourages them to perform their responsibilities well. The company has on-site physicians, readily available medical services and health care that keeps its workers healthy. This helps keep the workers from absenteeism caused by illnesses. The company gets legal aid to customers without the cost and gets common legal services like the award of generous discount. The country’s regulatory and legal framework for the use of the internet has helped the company in different ways (Nishiyama, 2000:13 ). First, the reduction of the cost and complexity of obtaining the license is an advantage to the company. Secondly, the fight on pirates is a move that will benefit the company as there are many piracy cases experienced over the internet where other companies are using sites which they have not paid for. The law on companies to scrutinize their content is a move that will help in reducing violation of copyright. TASK 2 A. Discuss how important is the role of human resource planning in your organization and outline the stages of the planning process. Human resource planning is an important process in any organization because it helps in ensuring that there is enough workforce for every line of duty. It involves ensuring an adequate number of workers, the right people for the right job at the right place to achieve an organization’s goals (Pangarkar, 2008:47). For a company to achieve its goals, it has to do the right human resource planning so that every field in the company works towards achieving the purpose. Human resource planning is important in any organization because the progress of the organization depends on the quantity and the quality of the manpower in the organization (Pangarkar, 48). The success of a company will rely on whether the manpower has experience in that field, whether they are enough and whether the planning occurs at the right time. All the processes involved in the success of any company rely on whether the company has enough staff. The founders of the Google Company had to undertake human resource planning, where they considered the things that are necessary for starting a company. They had to look for the best qualified personnel in that field, people who were available at that time and people who would work towards achieving the purpose of their forming the company. This has led the company to make a noticeable achievement in the field of information technology. Had they not have had the right human resource management; they would not have achieved the progress seen as per now. Human resource planning not only deals with looking for the qualified individuals, but also involves planning for the welfare of the employees in the organization. These include; benefits, incentives and other modes of motivation given to the workers. Motivation helps in increasing the productivity of the workers as it increases their zeal for work. Planning for motivation of workers is, therefore, important for an organization because it will improve its productivity due to motivation. The Google Company gives its employees benefits like Health insurance, as a method of motivation, and this increases their productivity because it acts as a motivation. Human resource planning helps in the utilization of the various abilities that are in the world because the planning takes care of which person is suitable in which field, thus utilizing the human resource for that field (Hakala, 2008). Human resource planning is also important in creating a favorable human relation in an organization because people will work where they qualify and will deliver their duties without any difficulties. This promotes the relationship between the management and the workforce as there will not be cases of poor work done by the employees. Planning in advance cuts all the problems caused by incompetence of the workers. The company that considers human resource planning before its start will always have increased productivity because there is proper utilization of the human resource available for the job (Pangarkar, 2008). The Google Company’s productivity is due to the proper utilization of the human resource the founders sought. All the workers are people who have enough knowledge in the field the company ventures (Hamen, 2011:87). Every successful organization had to go through certain stages of human resource planning, which enabled it to acquire the best suitable manpower to achieve their success. The planning has to undergo through some stages for it to be successful; first, the current manpower input has to be analyzed to gauge whether it is enough for making progress of the company before planning for more manpower. When analyzing the current human resource, some elements come into consideration. These include the organization type, the departments in the organization, and the number of current employees in the departments (Pangarkar, 2008). The second stage is planning for future human resource, which takes place after analyzing the current situation of the manpower. This occurs with regard to the company, that is, if the company wishes to expand its operations or whether the current workforce is enough for the company’s operations. The third stage is the development of employment programs, which involves organizing for recruitments, selection and posting the human resource in their best field. The other stage is planning for training of the human resource, which depends on underway plans like improvement or advancement of technology in the organization, and if the organization wants the workers to gain more knowledge. B. Analyze the recruitment and selection process in your organization comparatively with another organization and evaluate their effectiveness. Different companies have different recruitment and selection procedures that they follow in recruiting new employees in their companies. These processes vary from company to the other, and they all contribute to the management procedures of the companies. The recruitment and selection processes of a company depict how it runs. Several procedures have to be followed to ensure reliable methods of recruiting and selecting employees in a company; comparing the Google Company with a civil engineering and construction firm based on the Gold Coast and operated for several years. The firm employs approximately seventy Employees, both in the office and the field but has no proper methods of recruitment. The Google Company advertises the post stating clearly, what the post requires and duties of the post advertised while the Civil Engineering Firm uses informal methods to advertise their post. Comparing the two, the Google Company gets the best personnel for the job as opposed to the other firm because, it has identified what the vacancy involves, and explained what the company deals with, and why there is a need to fill the vacancy. The other firm decides to do the recruitment by conducting promotions. This is promoting an employer who has been working in the company, in case the vacancy is a higher post. This has an advantage because the other workers will see the promotion and expect their career to advance. It also helps the company because it does not have to train much in case the promoted employer was working in the same field, but its shortcoming is that, the promoted employee leaves another vacant post. The firm also uses another method of recruitment called nepotism where a relative comes to look for employment because their relative works in that company. The shortcoming of this process is that it leads one to go against the company’s rules. The best method of recruitment is that which the company advertises the vacancy, states the requirements, and specifies the duties of the post advertised (Weber, 2008:102). This gives those who wish to apply to know the exact requirements, and it helps the company to get the best personnel for the post. TASK 3 A. The link between motivational theory and reward According to the Motivation Theory, workers think that the effort they should put in work should equal the reward given. They think that the less the reward, the less the effort they should put in work, for example, workers go to work each day because of the monetary rewards awarded while on the other hand workers may decide not to go to work when they receive less reward for the work done. The equity motivation theory states that workers will put efforts according to how equal their rewards are. An example is when workers perceive that there is no equity in how the workers are rewarded, if there is an imbalance; the workers tend to reduce their input efforts towards the job B. Pay determination using the process of job evaluation The Google Company determines the pay given to the workers using job evaluation process. The company determines pay by comparing salaries paid to other employees in the marketplace, but competes with the other employers by giving compensation services. It also compares the work done by employees in the company that is level and grade of the work done by the employees determine their pay. This method is different from what other companies do. Many companies do not specify jobs for certain posts, and that is why their salary structure is the same for all workers. The process of job evaluation to determining pay is important because it helps in the selection of employees as it happens during the selection of employees. It helps in relations between the workers and the manager as they know their ranks. It also helps in the division of labor because the jobs are given to employees and the salaries fixed for the post. Job evaluation also helps in motivation of workers because it will put into consideration what other employers are paying their employees and will cater for the reduction in inequalities of salaries (Carlson, 2011:61). C. Discuss how employee performance is measured and examine the methods used to monitor performance in the chosen organization. There are different that measure employee performance aspects; the quality of the work produced is a good measure. A competent employee will always produce a good quality work. The quantity of the work is also a measure of performance; this is the output of the employees. The timeline, which is the duration of performance, shows how employees can beat deadlines in the production (Hakala, 2008). The cost of work performed is also a measure of performance because it shows whether an employee can control the production costs. Creativity is another measure of employee performance because it shows that the employee can be creative enough to increase the productivity. Other measures are personal appearance, personal habits, and absenteeism among others. The Google Company uses some of the above methods, for example, the quality of the work done is a consideration of how the employee can perform their duties. Google is a company that values quality service to their clients and this method is important to it. Most of the services at Google are time-conscious, and the company needs employers who can beat deadlines for the provision of services that is why they use timeline as a measure of employee performance. TASK 4 A. Examine the causes of termination of employment with an organization and discuss the exit procedures used by two organization (your chosen one and another one) Employment termination mar the ends employer-employee relation. Companies differ in the way they terminate the employment of their employees. Termination of employment can be with or without cause. Termination with cause is where the employee has committed a willful misconduct, omission or disobedience by the employee, fraud, incompetence or a long absence without a reason. Termination without cause is where; the employer terminates the contract without substantial reason, that is, termination for reasons unrelated to misconduct without notice as required according to the standards of labor. As the termination is different, so is the exit from the employment. Companies dismiss their employees differently as compared to each other. The Google Company uses several procedures to dismiss their employees, it gives the employees an exit interview either written or verbal. This exit is helpful to the company because it helps them know useful information about the organization ranging from the management, working environment the company process and systems. Other companies do not value exit interviews because they do not follow the right channel to exit their employees (Reddy, 2004:59). A company that has not dismissed an employer in the fairway cannot give their employees a fair exit. B. The impact of legal and regulatory framework when arranging employment cessation of termination. All workers have their rights when it comes to employment. The laws that govern the how an individual should live under employment apply from the start of the employment till the end. The laws that govern the contract agreement still remain to the end of the contract. It is unlawful to dismiss an employee without considering the contract agreement. Employees have the right to sue a company in a court of law for terminating their employment without notice or failure of the notice to follow the required procedures. Such cases affect the company’s production due to time, finances, and the reputation because if an employee files a case, the company has to use finance and time to follow the case. So the legal framework should be observed by any employer before arranging for cessation of employment of any employee. Bibliography Aswathappa, K. 2005. Human resource and personnel management: text and cases. New Delhi, Tata McGraw-Hill. Carlson, N. 2011. Larry Pagee Just Tied All Employees’ Bonuses To The Success Of Google Society Strategy. Business Insider. Available from: http://www.businessinsider.com/larry-page-just-tied-employee-bonuses-to-the-success-of-the-googles-social-strategy-2011-4?op=1[Accessed on 2 March 2013] CIPD, (2013). The role of line managers in HR Available from: http://www.cipd.co.uk/hr-resources/factsheets/role-line-managers-hr.aspx [Accessed on 2 April 2013] Hakala, D. 2008. Ways to Measure Employee Performance Available from: http://www.hrworld.com/features/16-ways-measure-performance-021908/ [Accessed 2 April 2013] Hamen, S. E. 2011. Google: the company and its founders. Edina, Minn: ABDO Pub. Co. Nishiyama, K. 2000. Doing business with Japan: successful strategies for intercultural communication. Honolulu: University of Hawai'i Press. Pangarkar, N. 2011. High performance companies: successful strategies from the world's top achievers. San Francisco, CA.: Jossey-Bass. Reddy, R. J. P. 2004. Personnel Management. New Delhi: APH Pub. Co. Weber, S. 2008. Organizational behaviour - Google corporate culture in perspective. Mu?nchen: GRIN Verlag GmbH. Read More