HND人力资源管理导论Outcome

“Escape to Wild”是一家成功的公司，专门通过邮购和小型的零售专营店来销售户外休闲服饰。

它作为一家私营公司小规模的经营了超过15年的，一直到六年前，一位经理被聘请来扩展公司业务。

首先，公司增加了邮购目录上的商品数，并且用了更大的仓库来存放和配送货物。

四年前，“Escape to Wild”开了第一家自己的零售专营店，到现在，已经有了10家零售专营店，并有计划再多开五间店。

两年前，公司建立了自己的网站，实现了网上购物，这部分的业务发展迅速，还带了了很多海外的订单。

这位新经理上任以来，公司员工已由原来的20人发展到300人，业务也变得更大更复杂，持续需要加强员工来源已经成为这家户外服饰专营公司最强烈的需求，需要更多的员工是这家公司的当务之急。

“Escape to Wild”公司没有明确的人力资源部门。

部门经理们根据自己部门的职责招聘新人，负责确定他们的薪酬水平。

薪酬管理业务已经外包，员工培训一般是临时组织的，财务主管负责处理员工的合同和特殊情况，例如产假和加薪。

在这个快速发展的时期，公司已经开始将更多的精力投入到服务正在增加的客户群中。

到目前为止，公司中员工的关系比较良好，但是，公司的现状表明是时候建立规定和程序从而能用更系统的方法去解决人力资源的问题。

在最近的公司管理层会议上，部门经理们不断的抱怨说他们花了太多的时间在处理一些日常的行政问题上，而这些问题明明都可以由人力资源部门来解决，如果公司能有一个这样的部门。

不断增加的员工数量使得财务部门花大量的时间来处理与人事相关的问题。

同时，部门经理们也会因为工作描述，招聘和甄选的实际操作，以及员工的薪酬待遇等问题产生矛盾。

一个管理层的人员最近参加了一个关于员工法案的研讨会，法律的复杂性带来的实际问题是公司更加需要一个专门的部门来公平的处理员工的问题。

同样，员工们也开始抱怨一些条款和条件中的矛盾，有一些人离职了，因为他们对自己遭受到的人力资源问题觉得不满意。

所有的管理队伍都同意引进更系统的管理方法。

总经理已经表达了愿望：希望公司能用更战略的方法来招聘，培训和发展员工，从而保证留住这些为公司创造成功和利益的人力资源。

The human resource management for Escape to the Wild
Introduction: This report is an advantage report for Escape to the Wild, in it, we will talk about its human resource management and how to manage it more better. We will also give some advantages to its line manager. It will also talk about the joyful influence for this company.
1.
The human resource management can be defined as a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives.
The range of human resource management activities are human resource planning, recruitment and selection, job analysis and design, training and development, employee relations, pay and reward, employee welfare, performance management and appraisal, ensuring fair employment practice.
In this report, I will talk about four activities: human resource planning, recruitment and selection, job analysis and design and training and development.
(1) Human resource planning
The human resource planning’s function and purpose:
To ensure that firm has right number of people, in the right place, with the right skills at the right time.
To support firms’ expansion strategy.
To ensuring HR resource supplements humane resource demands.
To set human resource objectives and deciding how to meet them.
Do human resource planning need to employees need for a company, it include inside and outside predict. The process of human resource planning includes three steps:
How many employees will we need?
The expected demand for company’s product of service is most important when forecasting personnel needs.
How many candidates will be supplied inside of organization?
A qualifications inventory can facilitate forecasting the supply of internal candidates.
Forecasting the supply of outside candidates.
If there are not enough qualified inside candidates to fill anticipated openings,
employers focus next on projecting supplies of outside candidates. This may require forecasting general economic conditions, local labor market conditions, and occupations market conditions.
This activity is very useful for this company, because it can enable that the employee movements into, within, and out of organization are smooth/less disruptive and sound HRM decision making. Through these parts, they can effect on many parts in the company, at last, it can become the competitive advantage. Escape to the Wild is lake of human resource planning through its development, if they do it well, then the company will has its own competitive advantage.
(2) Job analysis
Job analysis is the procedure through which you determine the duties of these jobs and the characteristics of the people who should be hired for them. It includes two parts: job description and person specifications. Its purpose is to produce information on the job’s activities and requirements. It has three processes like next:
Collecting job analysis information.
To carry out job analysis need comprehensive information about certain job.
Writing job description.
A job description is a written statement of what the jobholder does, how he or she does it, and under what conditions the job is preferment.
Writing person specifications.
Person specification shows details of the personal qualities an individual will need to perform a particular job. A person specification sets out the skills, characteristics and attributes that a person needs to do a particular job.
It can enable that competent, motivated employees with positive job attitudes, job-related HRM and minimized HRM-related lawsuits.
In this case, through its development the company is begun to do it, because of this, the company is developing fast and become bigger than before. The job analysis let some competitive advantages to this company.
(3) Recruitment and selection
Recruitment is the process of identifying the need for a new employee, defining the job attracting candidates and selecting those best suited for the job. Selection is the process of choosing which person to appoint from those that apply for a job vacancy.
Recruitment and selection are usually considered as one process. However, we will make the distinction here between the initial actions and considerations when planning staff recruitment and the process of selecting an individual from a pool of applicants.
The purpose of recruitment and selection is that. Recruitment involves attracting the right standard of applicants to apply for vacancies. Selection involves choosing the most suitable people from those that apply for a vacancy; this ensures that those selected for interview have the best fit wit the job requirements.
The process of recruitment and selection is like next:
Vacancy review
Applying to fill a vacancy
Preparation of job description and person specification
Preparing a recruitment advertisement
Placing the advertisement
Receipt of applications
Arrange selection interviews and other selection activities
Write to successful and unsuccessful candidates at various stages of the process
Evaluation of the recruitment and selection process
It could ensure recruit high-quality applicants, if a company has high-quality employees, then productive employees can increase overall productivity and improved chances of selecting best qualified and training needs and costs are minimized, through these best parts and combine with this company’s situation, if it can have high-quality employees and take low cost for the employees training. Those are helping the company developing well.
(4) Training and development
Training and development refers to a “planned effort by an organization to facilitate the learning of job-related behavior on the part of its employees”. Training and development is also a means to provide employees with relevant skills so as to improve the efficiency of their organization.
The goals and function of training and developing are like next: To improve an individual’s level of self- awareness
To improve an individual’s skill in one or more areas of expertise
To increase an individual’s motivation to perform his or her job
To grow its own managers and promote from within
To help retain good quality employees
The processes of T&D are like next:
Identifying training needs
Producing T&D planning
Implementing T&D planning
Evaluating the program
Through good T&D, the company could improve employee competence, permanent change in KSAs of new employees and permanent change in KSAs of current employees.
In a word, Escape to the Wild can through these parts in its own company to improve his produce and his quickly development in the world.
2.
(1)
Through the case company, we can see that the management structure isn’t wonderful for this company. In this company, it has 300 staffs, but its structure of the human resource management function isn’t having full function in this firm, so we need to improve it to help the company developing better. I will take some advantages to it.
From next picture, the company didn’t have the last department in its structure that is HR director, this department is this case company are building now.
Because of 300 staffs in this form, in some operations, the ratio of HR department staff to the number of employees is one for every 100 employees or one for every 200 employees, so it suitable to 1:100 management situation, so we only need to add two or three HR director’s member, so the new structure picture is like next, it has five departments and the HR director is the new one.
The positions of HR department are always including these:
Director of human resources
Labor relations specialist(director of labor relations)
Employment manager
Payroll administrator
Benefits administrator
Director of training/ training manager
Through the fact of this company and the theory, so we can see the next structure is much more suitable for the company.
Managing Director
Marketing Advisor Personal Assistant
Finance Director Online and Mail Order Retail Outlets Purchase and HR Director
Sales Director Director Distribution Director
1accountant 2IT/web specialists 10store 1warehouse manager 1training 2finance 1mail-order managers 1buying manager manager supervisors manager 20assistant 3distribution 1HR recruiter
8finance 1assistant mail- store managers supervisors
assistants order manager 150full-time/ 5buyers
2secretarial 3sales team leaders part-time/casual 15dispatch/
support staff 30full-time/part-time retail staff warehouse staff
customer service staff 4secretarial/ 4secretarial/
4secretarial/admin admin staff admin staff
staff
The HR director guides and management the overall provision of human resource services, policies, and programs for the entire company. He originates and leads HR practices and objectives that will provide an employee-oriented, high performance culture. The HR director coordinates implementation of services, policies, and programs through HR staff, he is also need to do reports to the CEO and serves on the executive management team, and assists and advises company management about HR issues.
The corporate human resource recruiter is responsible for delivering all facets of recruiting success through the organization. We can employ a HR recruiter to deal with recruits’problem. The corporate human resources recruiter will play a critical role in ensuring we are hiring the best possible talent.
Develop and execute recruiting plans.
Network through industry contracts, association.
Coordinate and implement college recruiting initiatives.
Administrative duties and keep records.
So through the company’s fact we need HR Director and HR Recruiter to manage the company’s human resource management.
(2) The human resource management’s operation is based on the line managers, because of the line managers are the last users in the company, so they need to cooperate with human resource managers to do human resource management well to assure the company develop well.
Line managers’ HRM responsibilities are like next:
Placing the right person in the right job
Starting new employees in the organizations
Training employees for jobs that are new to them
Improving the job performance of each person
Gaining creative cooperation and developing smooth working relationships Interpreting the company’s policies and procedures
Controlling labor costs
Developing the abilities of each person
Creating and maintaining departmental morale
Protecting employees’ health and physical conditions
3.
If the company provides good human resource management, then it will take good psychological contract.
The psychological contract is that the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other.
The contextual and background factors will effect on the policy and practice and then will be the psychological, all will effect on the state of the psychotically contract, at last we will have the outcome. The manager could through good psychological contract to provide good situations for his employees and make good relationships with them, this will have good effect on the company, and also have many advantage with employees and employers. In this report we talk about a lot of functions and effects on human resource management for a company, and we also based on the case company to provide them. Through these parts, we also help the case company improve its management on human resource management.。