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Contents
Introduction:..............................................................................................................2
Distinguishing between Human Resources Management and Personal
Management:.............................................................................................................2
Assessment the function of human resource management in contributing to
organizational purpose:.............................................................................................3
Human resources management has following five main functions for the purpose
of organization purpose.............................................................................................3
Evaluate the role and responsibilities of the line manager of the human resource
management:..............................................................................................................4
Analyzing the impact of legal and regularity framework on human resource
management:..............................................................................................................4
A legal and regularity framework has great impact on human resources
management. As we know that human resources are very important similarly legal
framework are also very important............................................................................4
The reasons for human Analyzing resource planning in organization:.....................4
Outlining the stages involved in planning human resources requirements:..............5
Comparison the requirements and selection process in two organization:................5
Evaluate the effectiveness of the recruitment and selection in two organization:.....6
Assessing the link between motivational theory and reward....................................6
Evaluating the process of job evaluation and other factors determining pay............7
Assessing the effectiveness of reward systems in different contexts........................7
Examine the methods organizations use to monitor employee performance............7
Identifying the reasons for cessation of employment with an organization..............8
Describe the employment exit procedures used by two organizations......................8
Considering the impact of the legal and regulatory framework on employment
cessation arrangement...............................................................................................8
Conclusion:................................................................................................................9
References...............................................................................................................10
Introduction
Organizations design and create an approach to manage people or employees; such an approachis
called Human Resources Management. It is said that the body of any organization is its people or
employees so the key resources of this approach are people or employees. All activities are
included in the domain of HumanResources (HR) such as development of skills, motivation, and
acquisition of their people. So the Human Resources is a name of three main activities i.e.
motivation, development, acquisition of human resources. Human resources are responsible to
create and maintain good human relationship in the organization. They are also concerned to
motivate individual to accomplish their goals, they are also involved in development of
individual. Human resources is also componentof boarder managerial function, it is not separate
from managerial function. Human Resources management is defined by Scott, Clothier and
Sprigel, Human Resources Management is the planning, directing, organizing and controlling of
the procurement development resources to the end individual objectives and goals are
accomplished. As per this definition, Human Resources Management is the personnel function
of the enterprise that deals with controlling, planning, directing and organizing.Human
Resources Management is the system that also ensures the efficiency and controlling, and
provides equal opportunity to all workers in an organization. As we know that, the people and
employees are the assets of the organization so Human Resources Management also views all the
activities of people and employees of the origination for the benefit of the organization. The
main objective of Human Resources Management is to focus on the accomplishment of
organization goals. Human Resources Management also includes its contribution to conduct jobs
analysis and recruitment of the right people for job and the personnel needs. Human Resources
management also provides incentives to the employees of the organization to increase their level
of confidence and to motivate them so that they work hard to achieve the goals of the
organization.
Future Oriented: In the organization, to view the future requirement of labor human
resources planning is required.
Continuous Process: This stage involves continuous updated and revised human
resources planning because the planning, which prepared today cannot be applicable in
future so the continuous changes in planning are required.
organization, there are many people between employer and employee, whereas in small
organization hierarchy is also small. Effective recruitment and selection process make
organization successful. Royal A hired well trained and qualified employees, which shows the
effectiveness of the recruitment and selection in the organization Royal A.
Above-mentioned reasons for employment cessation are necessary to implement, otherwise the
organizations can face losses because of less effective employees.
Conclusion:
The role of an organization is to manage the Human and Capital Resource systems in terms of
employees and capital management. Previously, the personal management system was the form
of Human Resource Management to organize the firms and industries, and currently on Human
Resource Management System is popular all over the world. The functions of HRM include
recruitment processes, professional developments, and the Legal Compliance Ensuring. The role
managers are important for HRM system, such as dealing with the customers or the suppliers.
Legal and regulatory framework is important to manage all organizational frameworks to avoid
conflicts and problems. With the help of HRM strategies, the recruitment process becomes easy
to manage the efficiency of the employees. Role of motivational theories is important for the
promotion and reward strategies of the employees. When employees are motivated, then they
show efficient skills for high returns for the organizations. Not only the recruitment system is
important, but the termination strategies are also helpful for the employers and organizations as
well. Freedom of right and monitoring system are the major two function of the HRM for the
success of the organizations. Legal and regulatory framework is important during the recruitment
and termination process of the employees for the protection of human rights.
References
Admin, 2015. Job Evaluation. [Online]
Available at: http://www.whatishumanresource.com/
Approach, H., 2014. Tesco Hrm And Its Evolution Business Essay. [Online].
Brookins, M., 2014. The Reasons for Job Termination. [Online]
Available at: http://smallbusiness.chron.com/
DeBenedetti, J., 2010. Methods of Tracking Performance. [Online]
Available at: http://smallbusiness.chron.com/
Gregorov, Z., 2014. TERMINATION OF EMPLOYMENT RELATIONSHIP: LEGAL
SITUATION IN THE CZECH REPUBLIC. [Online].
HR, 2015. Job Evaluation: Methods: Factor Comparison. [Online]
Available at: http://www.hr-guide.com/
HRM, 2014. Reward Systems. [Online]
Available at: http://www.ecommerce-now.com/
Iwise, 2015. Motivation. [Online]
Available at: http://www.iwise2.com/