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Assessment 1 – Unit 1
- Mohamed Thariq
HND Business- 2010
Mohamed Thariq Human Resource Management Assessment
1
Contents:
Page
Section A
Question 1 _____________________________________ 2
Question 2______________________________________ 5
Section B
Question 1______________________________________ 6
Question 2______________________________________ 8
Conclusion ___________________________________________ 10
Reference ___________________________________________ 10
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Mohamed Thariq Human Resource Management Assessment
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Introduction
An organization's human resource management strategy should maximize
return on investment in the organization's human capital and minimize all
financial risk. Human Resources seeks to achieve this by aligning the supply
of skilled and qualified individuals and the capabilities of the current
workforce, with the organization's ongoing and future business plans and
requirements to maximize return on investment in capital and secure future
survival and success.
In ensuring that all purpose are achieved, the human resource function
purpose in this context is to implement the organization’s human resource
requirements effectively but also pragmatically, taking account of legal,
ethical and as far as is practical in a manner that retains the support and
respect of the workforce.
Section A, Question 1.
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Mohamed Thariq Human Resource Management Assessment
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4. Service Rules & Acknowledgements
5. Training and development of employees
To develop an effective organization we should have regard for the well being of the
individual and enable them to make the best contribution to its success. This will
enable the organization to manage employee contracts, pay and conditions,
discipline, absence, health and safety issues.
Also able to ensure compliance with company policy & procedures, working
time/condition and discrimination related problems.
An organization should always treat its employees fairly and reward those who
perform well; this will contribute to the oval Job satisfaction, staff motivation and
royalty. Happy employees mean happy customers.
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Mohamed Thariq Human Resource Management Assessment
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Proper service rules needs to be address to maintain and enhance the quality of
service as the company expands hence a disciplined and professional work
environment can be maintained. Also the organization can follow industry standard
rules and regulations to get certified from other specialist firms.
The company can improve the performance of individuals and groups in the
organization and to enhance knowledge and skill levels of employees to
benefit organizations performance. Training and development encompasses
three main activities: training, education, and development, this can be done
by various training & development programs.
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Mohamed Thariq Human Resource Management Assessment
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If a HR department is setup then both the organization and its employees can
benefit and meet their respective goals.
Section A, Question 2
When above procedures are applied and followed the issues that are
currently faced by Carter Cleaning Company can be rectified.
Section B, Question 1
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Employees are used for organization In HRM employees are used for
befits mutual benefits
Personnel function is treated as It is treated as upper level
auxiliary function i.e. no separate management forms strategic
function or department it is treated function, i.e. proper strategies
as routine work
Section B, Question 2
Many definitions for HRM have been proposed by scholars from a short and
simple definition to a lengthy and comprehensive description. In short, HRM
is best understood as the “process of managing human talents to achieve
organization’s objective”. The process of managing human talents is said to
include the process of recruitment and selection, compensation and benefits,
labor and industrial relations and also the management of employees’ safety
and health in organizations.
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The history of HRM is said to have started in England in the early 1800s
during the craftsmen and apprenticeship era and further developed with the
arrival of the industrial revolution in the late 1800s. In the 19th century,
Frederick W. Taylor suggested that a combination of scientific management
and industrial psychology of workers should be introduced. In this case, it
was proposed that workers should be managed not only from the job and its
efficiencies but the psychology and maximum wellbeing of the workers.
Moreover, with the drastic changes in technology, the growth of
organizations, the rise of unions and government concern and interventions
resulted in the development of personnel departments in the 1920s. At this
point, personnel administrators were called ‘welfare secretaries’ (Ivancevich,
2007). Some scholars argued that HRM is said to have started from the term
‘Personnel Management’ (PM). The term ‘PM’ emerges after the World War in
1945 as an approach by personnel practitioners to separate and distinguish
themselves from other managerial functions and making the cont...
1992). However, writers argued that the term HRM has no appreciable
difference from PM as they are both concerned with the function of
obtaining, organizing, and motivating human resources required by
organizations. At the same time writers are defining the terms HRM and PM
in many different ways (Beer and Spector, 1985).
The rebranding for the term PM to HRM was argued as due to the
evolvement and changes in the world of management and therefore a new
term would seem appropriate to take new ideas, concepts and philosophies
of human resources (Noon, 1992, Armstrong, 2000). Indeed, some writers
commented that there are ‘little differences’ between PM and HRM and it has
been criticized as pouring ‘old wine into new bottle’ with a different label
(Legge, 2005). Whether HRM was considered to be different to personnel
management – there is a continued debate on the meaning and practice of
HRM as opposed to that of PM (Marchington & Wilkinson, 2002; Legge,
2005).
Conclusion:
The role of the HR Department must parallel the needs of the changing
organization. Successful organizations are becoming more adaptable, resilient,
quick to change directions, and customer-centered. Within this environment, the HR
professional must learn how to manage effectively through planning, organizing,
leading and controlling the human resource and be knowledgeable of emerging
trends in training and employee development.
Reference:
http://en.wikipedia.org/wiki/Human_resource_management
http://ro.uow.edu.au/artspapers/26/
http://www.cipd.co.uk/subjects/hrpract/hrtrends/pmhist.htm
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http://www.cipd.co.uk/subjects/hrpract/general/_hrfunctn.htm
http://www.bized.co.uk/learn/business/hrm/structures/index.htm
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