HND_Introduction_to_Managing_the_Human_Resource

Introduction
To make some big opportunity mature company is difficult, but for us, it must want to do, because six years ago for our company and the greater prosperity development, the enterprise staff management too much what we used to do. The time is changed, we need to follow it and make some reaction, in the company of small this is not a big problem, no human resource management is a large organization department, and now I want to tell you how important the human resource management is in this report, we are a successful company except problem. But now we must save small problems, we must save the problem without problems into bigger and bigger, if it happened. Main body
The current situation about the problem in the case study
The real problem with the company is there is out human resource services for it, and they can not solution some normal question in system, such like: the company is keep on expanding , creating a requirement for more staff, realization of the complexity of employment law and employee concerns relating to unfair practice, here if they have a completed human resource services for them, and the problem build saved like the first we can use recruitment a selection, the second we can use the way ensuring fair employ more practice and the lose is employee relations, the problem is never came up when there is a small company, and now it’s time to face them
The solution about the company is without a systematic human resource management. All the functions are:
Section 1
The key function: human resource planning
Recruitment, selection and induction
Employee relations
Pay and reward
Job design and uation
Training and development
When the company face the problem such like ad-hoc trainty manging director wishes a more strategic and dissatisfied we can use the way training and development if we use it we will have convenient way to save the problem here we can have a well trainal workforce grow its own managers and promate from within, enable training to
be more focused, systematic and directly related to business goals, help retain good quality employees, provide a strategic approach to traintting, and if we want that, we need saw activites like undertake training need analysis, produce asked training plans, source training providers, deliver in-house training undertake any training administration, provide training advice and guild to employees and manger, the last uate training activities.
The recruitment selection and induction can solve the problem which we company faced now is, we company is to expend creating a requirement for more staff, and the managing director wishes a more strategic approach to the way company recruits and promotes employees, the main way of the recruitment select and induction is managers from administration tasks relating to recruitment and ensure a systematic approach to recruitment ensure a fair approach to recruitment and support the expansim of the company and to get the target. We need do some activities such like conpile and sent out application packs, a place advertisenments, arrange selection intervieus and other selection activities write to successful
Job design and uation we can use to solue the proble we faced like mangers are concened about the mconsistencies in job descriptions, recruinment and selection practices and it can let the company remore mangers employees have about inconsistencies and support the improvement of employee relation support fair employment practive, suppot a fair pay and reward help promotion employee motivation, the acticitives to got the target we need to do is uate current jobs, common description for current jobs, create descriptions for new job, carry out workforce interviews to determine job context
The training and development that we can use it to change the situation which we company needed that is have a well trained workforce, grow its own managers and promote from within, enable training to be more focused, systematic and directly related to business goals, help retain good quality employees provide a strategic approach to training, and that need we to do some responsed to recived it that is undertake training needs analysis, produce costed training plans, source training providers, deliver in-house training, undertake any training administration, provide training advice and guidance to employees and managers, uate training activities.
The training and development adviser we can use to support the HR manager in the development of consistent training and development policies and procedures. To carry out analysis of training needs. To deliver and source training for employees. To uate training. To induct new employees. To manage a trainee manager development programme.
Section 2 (a)
Here in the case study the company has approunately 300employees and would probbley see a large HR section as a cost rather than a benefit. The problem is the size of the newes of the future. The company is growing quickly. This will affect the HR expertise it sees as relevant, eg recruitment, training, its growth rate. Although managers, etc, may complain about the length of time spent on HR activities, they may not be happy to have decisions made on HR issues by an HR function. When they have previously had that power, it factors the previous independence. In relation to HR activities, enjoyed by managers. In order to show that an HR function can add value to the company, its structure and the roles of the HR staff need to address HR issues that are currently causing problems, it’s about the type of activities that are causing a problem currently, eg administration feeling out of depth on employment law-related issues, inconsistencies. The MD has expressed a wish to have a more stra tegic approach to training, recruitment and internal promotion, it’s factors the activities the managing director would like to see addressed
Section 2
Finance Director—Human Resources Manager—1. Human Resource Generalist
---2. Training and Development Advisor
---3. Human Resource Administrator
The duty of the HR manager is to develop an HR strategy for recruitment,
Training and internal career development; to ensure the development of
Consistent HR policies and procedures; to ensure the introduction of
Common job descriptions and a fair reward strategy. The adviser from the
HR generalist adviser is to support the HRmanager in the development in
The development of consistent HR policies and procedures; to provide
Generalist advice to managers on a range of HR queries, eg leave
Entitlements, poor performance, sickness absence. And the advice from
Training and development adviser is to support the HR manager in the Development of consistent training and development policies and
Procedures;
Section 2(b)
For a big company the HR mangers have many work to do. The line
Managers have only asked for the administration of recruitment and
Selection to be done by an HR section; also the line managers have had
The authority to do this and may resent that authority being taken away
From them and the reason to determining initial salary levels for new
Recruits include managers have had the authority to do this. There are
Problem whth inconsistencies, so they may welcome advice, but only
To help them make the decision;
Section 3
There is three important levels of contribution of human resource
Management
l Administrative
l Advisory
l Policy & strateges.
Besides the ordinary of the question in the contract, there has a situation
About privat called psychological contract, when an employee get in our Company, there is a psychological contract in their mind, maybe it’s
Need many year but that is the target to the employee, what we need to is
To make the employee thinks that they can get that, and we certainly
Make some good employees get that. To be that we must address the
Concerns employees have about inconsistencies in terms and conditions,
Provide relevant training opportunities for career development, address
The concerns individual managers have about inconsistencies in
Tecuritment practices, finance staff shoud no longer feel ‘out of their
Depth’ as they will no longer need to handle HR-related queries and
Requests, managers can feel they have more time to manage, rather than
Feel bogged down in HR administrative tasks
conclution
in the case study it’s the necessary to make some change to make up a HRM. Time is change and we can do nothingexcept follow it. Human resource management (HRM) is the strategic and coherent approach to the management of an organisation's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[]The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[]In simple sense, HRM means employing people, develop ing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.Now we can sure if we use the way HRM in the company the staff will belives when Thay work hard thay can survcs the return
Reference
In the case study it’s the necessary to make some change to make up a HRM. Time is change and we can do nothing except follow it。