Human Resources Management

individual assignment

Introduction
Glamour Wear Ltd
When Glamour Wear Ltd designing the HRM department the best thing is give attention for
the legal factors used under SL government and if they only used UK legal factors, its not
possible. But when they using SL legal factors and UK legal factors at the same time thats
good for Glamour Wear Ltd. But if the company doesnt follow above acts an employee can
sue a case against company, therefore it is must to follow above mentioned rules and
regulations.

Human Resources Management

individual assignment

Section 1

Human Resources Management

individual assignment

1.0 Difference between personnel management and human resources

management
No. There is a big difference between Human Resource Management and Personnel
Management, in actual fact "Human Resources" have largely replaced the term "Personnel
Management". HRM a strategic approach to managing employment relation which emphasis
that leveraging peoples capabilities is critical to achieving sustainable competitive advantage.
Personnel management is the specialist branch of management which is responsible for
matters related to the employment and regulation of employees and workers. According to the
Institute of Personnel Management, personnel management is "that part of management
concerned with people at work and with their relationships within an enterprise." Personnel
management involves three distinct activities: employee resourcing, employee development
and employee relations. Taking these in turn, employee resourcing is concerned with how
people are recruited and then used by the employing organization, and thus involves activities
such as recruitment and selection , drawing up contracts of employment , arranging or
advising on working patterns, including flexible working patterns , job analysis, health and
safety, equal opportunities and the termination of the employment contract. Resourcing thus
involves knowledge of employment legislation, as well as the staffing needs of the
organization. And it was a cost centered, therefore management tries to control the cost.
Employees are used for organizational benefits.
Human Resources Management is the function which is used to tap into the vast resources in
humans such as their knowledge, skills and abilities within an organization in meeting its
objectives. Human Resources Management is undertaken for effective utilization of man
power or human resources in an organization an in improving its performance. In HRM
employees are treated as a resources. It is a profit centered, therefore investment in human
resources are future utility purpose. In HRM employees used for mutual benefits.
Today, Human Resources Management is not a function of just one department. But, it is the
work of each and every manager in the organization. Only by efficiently managing people or
the human resources does the particular department and the organization as a whole can reap
benefits.

Human Resources Management

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1.1 Traditional role of the personnel management

(Sources: - own work)

Human Resources Management

individual assignment

1.2The strategic integration of personnel management

(Sources: - Own work)

Human Resources Management

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Traditional role of personnel management

In traditional role of personnel management functions are connect with the line

managers and employees.

And also the function and the product management are connected with business

strategy and culture, line management.

And then business strategy and culture directly connect with the line management and
it is again connecting with the employees who are working inside the organization.

The strategic integration of personnel management

There is the same procedure like traditional role of personnel management.

Butespecially in the strategic integration of personnel managementfunctional &
product market strategies is linked with the personnel management it is called human
resource management. Present world most of organization used this human resource
management.

Human Resources Management

individual assignment

2.0 Human Resource Management functions contribute in achieving the

organizational objectives

There are few elements of human resource management and those elements are contributed in
achieving the organizational objectives.

Organization: When we consider about the employees of the Glamour Wear

organization, structuring is very important to the organization and employees should
be divided to departmentalize. As machine operating department, cutting department,
Quality checking department. And the 500employees needs to position in correct way
then the management can guide them properly. To develop the garment the employee
team building and the skills of the employees should be improved and the employees
that are going to be selected by the garment should be implemented the correct job
and the employees should be trained to every job because if there is absent an
employee anyone can be able to shift for that task and the production is going on in
correct way without any problem.

Human Resource planning and resourcing: the HR planning is one of a main

important function to the Glamour Wear and their labor skills, improvement of
employees should be considered highly and for the recruitment the employee
attraction must be simplified and also when selecting the candidates the talents can be
compared and the best candidates will be selected. And also these selected employees
should be retained by the management without the labor turnover. When starting a
new branch in rural area it may give some of the conflicts among the employee can be
occurred and because of that reasons employees may be exit from the garment and the
management should give their fully attention for the employees in every working
time.

Performance management: when considering the employees who are going to join
this garment can be supervised as individually and can give individual or group
objectives. As an example the employees will be given the task of produce such
garment with in a fixed time period. And then the employees will be self-motivated
and also the behaviors of employees should manage by the management.
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Human Resources Management

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Reward systems: when the payroll system of the Glamour Wear organization, they
can use a good salary structures and should give equality for the employees without
any favorable who will be worked in the same grades. And also have to give the
holidays for all employees, sick leaves and maternity leaves for pregnant ladies.
Under the non-financial rewards transport services, meals, uniforms, quarters for
labors, free medical care, parties, festivals and annual trips can be given. Then the
employees will be motivated to work in here.Also the progress of the garment will be
high.

Human resources development: In HRD the employees who are going to join to this
organization can be informed about the culture of the organization and also they can
be trained well and can give the best knowledge to the employees and by giving
individual tasks the productivity goes to high and then the employees should be
informed about the promotions. And it is an important part of the HR development.

Health safety and welfare: for this new manufacture industry the medical center can
be established and it will be very important to the employees in critical situations and
they should be treated in proper manner. And also the organization must be secured
safety of employees inside the garment. And organization need to consider about the
employees welfare.it will be motivated the employee to work on this organization.

Employee relation: there are formal and informal relationships in theorganization.

Societies. (Labor unions), small friend groups can be the example for the relationships
in the Glamour Wear garment and because of the good relationships the employees
can discuss the problems regarding the work place and the management should
responsible for the problems of the employees. And management must give the proper

solution for workers of the organization without any harm.

HR services: Employees and the people who working in the organization should be
informed about the HR policies and the procedure and according to that the
employees and the other line managers will work. And the Glamour Wear garment
will be having a better improvement.

Human Resources Management

individual assignment

2.1 Human resource management functions

(Sources: - Nature of Human Resource Management | 5 Elements RPO)

Glamour wear is going to establish its new manufacturing plant in Mahiyangana and
they need to recruit more than 500 employees for production, work study and finance
department .incrust the productivity ,and work efficiency In achieving the this
glamour wear objective and goals support us to HR function.

3.0Human resource Role and Responsibilities of line managers

3.1 HR Roles and Responsibilities
Want to understand the roles and responsibilities of HR staff? HR roles and responsibilities
that are the most important, and that significantly serve the organization, may not be found in
the HR job description. HR staff have a balance to maintain as they play the roles of both
employee and company advocates.
Responsibility

Description
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Human Resources Management

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Overall responsibilities

HR managers provide guidance and direction

Compensation & Benefits

to compensation and benefits specialist

HR managers have strategic and functional

Employee Relation

responsibilities for all of the HR discipline.

Although the employee relations specialist is
responsible for investigating and resolving
workplace issues, the HR managers has
ultimate responsibility for preserving the
employer-employee
designing

Training & development

relationship

through

employee

relation

effective

strategy.
Employee training and development include
new hire orientation, leadership training and
professional

Recruitment & Selection

development

seminar

and

workshops.
HR managers develop strategic solutions to
meet workforce demands and labor force
trends.

An

oversees

the

employee

manager

recruitment

and

actually
selection

processes.

3.2 Who are line managers?

Line managers are those managers to whom individual employees or teams directly report
and who have responsibility to a higher level of management for those employees or teams.
The term front-line managers is rather more specific and normally refers to line managers in
the lower layers of the management hierarchy that is, where the employees who report to
them do not themselves have any managerial or supervisory responsibility. Front-line
managers are often promoted from within and are unlikely to have formal management
education.

The areas where line managers make a significant difference to people management practices
are,

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Human Resources Management

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Performance appraisal
training, coaching and guidance
involvement and communication
openness how easy is it for employees to discuss matters with their front line manager
work-life balance
recognition the extent to which employees feel their impact is recognised.
Line managers are usually promoted from the ranks of employees and are unlikely to have
formal management education. Typically their HR responsibilities would include:

Placing the right person on the right job in the right time.
Starting new employees for in the glamour wear
Training and develop the employees for the jobs
Improving the job performance of each person
Gaining creative cooperation & developing smooth working relationship of employee.
Interpreting the company policies and procedures.
Controlling labour costand gate full efficiency for work
Developing the abilities of each person,

As examined in detail below, line managers in many organizations also carry out
activities that have traditionally fallen within the remit of HR such as providing
coaching and guidance, undertaking performance appraisals and dealing with
discipline and grievances. They also often carry out tasks such as recruitment and
selection or pastoral care in conjunction with HR

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Human Resources Management

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4.0 Impact of the Legal and Regulatory framework on HRM

The following Legal Acts should be consider;
Equal pay act 1970

The Equal Pay Act 1970 gives an individual a right to the same contractual pay and
benefits as a person of the opposite sex in the same employment, where the man and
the woman are doing:

Like work

Work rated as equivalent under an analytical job evaluation study

Work that is proved to be of equal value.

Sex discrimination act 1995/91

SDA (1975) and its amendments outlawed certain types of discrimination on the
grounds of sex, marital status, maternity or pregnancy. Subsequently amended by the
employment equality in glamour wear sex discrimination act is very important
because Glamour Wear apparel industry employment are females,
National minimum wage

The National Minimum Wage rate per hour depends on your age and whether youre
an apprentice
In Glamour Wear - you must be at least school leaving age to get it.

Employment right act 1996

This is main express about terms of employment contract. From this they are willing
to know their rights, terms and conditions with the Glamour Wear industry.

Race relations act 1992

RRA outlawed certain types of discrimination on the of color, race, nationality, or ethnic or
national origin .there are these types of discrimination under the acts

Direct discrimination- failing to promote a women because she is pregnant or

person because they are of a particular nationality or race.
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Human Resources Management

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Indirect discrimination- changing shift patterns to include an early morning

start. Normally women cant include the night shift.

Victimization- passing an employee over for promotion because he or she
threatened to take the firm to an employment tribunal over discriminatory

practices
Harassment- racial abuse, unwanted sexual advances, or even putting vital
objects in a high projection

Equal pay act 1970

Was the first major attempt to tackle sexual discrimination? It was intended
specifically to prevent discrimination as regards terms and conditions of employment
between men and women.

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