Professional Documents
Culture Documents
1. What is the nature & scope of HRM? What are the career options in HRM?
Why according to you one should take HRM as a career option?
Ans:
External
When most people think of Human Resource Planning, the first thing that
usually comes to mind is the internal environment of the organization.
The external environment consists of governmental policies, condition of the
economy, demographics, technology, international influences, competitors,
and a changing labor force
Neglecting the external environment can have devastating effects on an
organization. Entire civilizations have vanished for failing to address external
environmental factors and the need to adapt in an ever-changing
environment.
A great example of this is Easter Island. Mismanaging their natural resources,
the forests in this case, left the island unable to sustain life. No one knows
exactly what happened to the inhabitants, but we do know why their culture
became extinct. The same thing can happen to any organization that
neglects the external environment.
Environmental Scanning.
The most important part of HR planning regarding the external environment
is environmental scanning, a means to study the environmental climate to
identify opportunity or potential dangers to an organization
Internal environment – The IE of an organization helps determine unique orga responses to external factors. Such
factors include the characteristics of the current workforce & established hrm practices. Organizational structure &
size are other imp factors impacting upon hrm. Irish organization are generally smaller in scale and employment
numbers than is the case in most of the more industrialized EU states. The are key variables in interpreting
developments in the external environment & developing “appropriate” organizational responses in areas such as hrm.
What is strategic management? Strategic management can be used to determine mission, vision, values, goals,
objectives, roles and responsibilities, timelines, etc.
The human resource function has gone from the traditional hire and fire role to a
strategic partner at the table with finance, operations and other business centers
that are not centers of profit for the organization. The job of HR, as is the job of all
such departments, is to ensure that the business gets the most out of its
employees. Another way to put this is that the human resource management needs
to provide a high return on the business's investment in its people. This makes it a
highly complex function - because it deals with not just management issues but
human ones as well.
In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to
think of themselves as strategic partners. In this role, the HR person contributes to the development
of and the accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business
plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work
systems in which people succeed and contribute. This strategic partnership impacts HR services such
as the design of work positions; hiring; reward, recognition and strategic pay; performance
development and appraisal systems; career and succession planning; and employee development.
Human Resource Planning : Human resource planning is the term used to describe how
companies ensure that their staff are the right staff to do the jobs. Sub topics include planning for
staff retention, planning for candidate search, training and skills analysis and much more.
Benefits –
A clear hr development plan can include benefits like-
1. Highlighting opportunities for strategic partnerships that allow communities
and other parhners to share the benefits,risks & training coss on track
2.
3. Providing for the small success that encouraging & motivational for the
community members & others that the program its.
4. Making it easier to evaluate progess & to present funders,partners &
community members with effective info about thatprogress.
Or
Introduction
Toto Company was established in 2002, they provided logistic service for
domestic company. Headquarter of Toto company is Shanghai; they have more
than ten branches in important trade cities. Nowadays, they have totally 450
people working in Toto Company. In first operation year, they have got a million
RMB net profits. But last year, their net profits decreased to 300,000 RMB,
although their total profit has increased more than 40%. From the annual
report, the CEO of Toto Company found their administration cost and other cost
increase more than 100%. So in order to solve the new threats, Toto Company
has decided to plan a new human resource planning for next year company
developing.
Background information
China has entry into the World Trade Organization (WTO), more and more
foreign corporations have decided to invest money to China, and they believe
China has a large potential market. From the government report, we can find
the domestic and international trade has increased slightly. Under these
environments, Toto Company decided to provide a perfect logistic service from
domestic market. In logistic area, on time and safety is the most important.
Also, new company face many challenges, such as find new customers, recruit
experiential manager, competition with strong competitors. There are three
main competitors. COSCO, which provided logistic service for companies; FedEx
and UPS, they provided service for both companies and individuals.
According to the research result, 95% customers' satisfied FedEx and UPS
services, 42% companies satisfied UPS, 34% companies satisfied COSCO, and
17% companies satisfied FedEx. Although there have many other competitors in
domestic logistics, they only hold 5% market shares totally.
Strategic planning
The purpose of Toto is to provide a vase services for company and to become a
strong logistic company for business customer (company). In order to achieve
goal, Toto should have at least 10% market share in domestic market.
In order to achieve10% market share, company should establish a good
reputation in society, and pass the ISO standards; also, we should let more
than 80% companies know our brand and services. For future strategic
planning, Toto also decide to establish more local agencies in different cities,
especially in western of China. Moreover, to let more stakeholders join is also
an important task for future developing.
Human Resource Planning
Identify needs
From beginning we have found that Toto Company has face a new problem from
internal area, on the other hand, for company future developing, Toto human
resource department has do a new plans for next year.
According to the company annual report last year, next year, Toto Company
should reduce administration cost. Toto Company is not a manufacture
company; they needn't any raw materials for company, so all the costs are
made by staffs. Only two reasons to explain why the administration costs
increases faster, which are resources wasting and staff working inefficiency.
In 2005 human resource planning, Toto Company will fire some staffs, who
working inefficiency and recruit more people from university in order to instead
of fired people. On the other hand, seven departments will remix into four
departments. The Finance department responsible for company daily expense
and financial evaluation. The Human Resources department responsible for
position exchange and some conflicts. Also, the Customer Service department
and Marketing department will still remain, but company will cancel Computer
department and Transportation department.
Evaluate needs
The main reason to cancel the Computer department is this department's daily
expense is the highest, and it is not useful for company's main business.
Transportation department has the similar task with Customer service, so from
2005, Customer service will also responsible for keep touch with transport
company.
After combine each other, the company structure in 2005 become above picture
For 2005 human planning, Human Resource department has divided into two
areas to plan, one is from external recruitment, and another is from internal
supervising.
Objective of 2005 human resource planning
For 2005 planning, we should have more efficiency staffs, which came from
university or other logistic companies, also, to establish an internal supervising
system for all the people. To get high-degree people can influence other staff
work more efficiency, to establish an internal supervising system is for reduce
administration costs and resources wasting.
Part One: Recruit new staff
The main purpose of recruitment and training is to deliver a competent
workforce. This section deals with all aspects of the recruitment of staff and
support staff from the placing of external advertisements and the organizing of
recruitment drives, to the management of the staff selection process. The head
of this section is also responsible for managing the Training Centre, which
delivers classroom based training under the two broad headings of negotiation
skill, communication skill.
Recruitment process
The recruitment task will be an important planning for next year. Therefore, we
have planned the recruitment from four aspects: search plan, selection
techniques, timetable and recruitment budget.
Search plan: in order to let the suitable people know our company and be
interested in the job position, we plan to use society media to make
advertisement. In addition, we will make advertisement on some big job
exhibitions and university in order to catch our suitable staff and managers.
Selection techniques: after advertisement for two months, we will begin
selection stage and finish our search plan. In order to find suitable people, we
will design the selection techniques. First are the Shortlist candidates, and then
we will have interview, presentation and test for the applications. Then, we will
conduct referee checks. After that, we will recommend successful candidates
and give thanks to unsuccessful candidates. Attention is that, the selection
decision will come from area manager, only the mangers agree, that we can
select.
Timetable: we plan this recruitment process into five months.
January: prepare for recruitment.
January to February: make advertisement.
March: select suitable candidates and let the successful candidates sign the
contract with our company.
April: write final report to top manager.
Recruitment budget:
1. advertising on public media(100,000-120,000RMB)
1. employment interviews(2,000-5,000RMB)
1. assessing employment applications(500-1,200RMB)
1. applicant reference checking(800-2,200RMB)
Total cost of recruitment will be 103,300-128,400RMB.
Part Two: Training current staff
From last two years result, we found that staff does not have enough
professional knowledge on logistic, so present staff will have an opportunity to
increase their competition power; the training courses will give them more
knowledge that is professional.
Select trainer: The trainer is select by the exam-failed staff, which means all the
failed staff in the knowledge test will train in 2005.
Training process
Next year, our human resource department will design a professional knowledge
test; all the staff allows to take part in. the exam results prepare give to every
one at the end of January. If the mark of exam is lower than 60, the staff
should join to have a training course. The teacher will come from the university;
company will provide free books and equipment. The training course will begin
from February, finish at March. During training time, no staff wills loss their
salary. At the end of March, the course exam will be hold. If staff still not
passes the exam, he wills loss his job opportunity and sacked. The purpose to
train staff is want to every staff have more knowledge that is professional,
company not want to see any staff sacked in the end.
Training budget
1. recruit teachers (1,500-3,000RMB)
1. necessary equipment, such as books and classroom(2,000-4,000RMB)
1. other cost, such as lunch (1,500-3,500RMB)
Total cost of training will be 5000-10,500RMB
Part Three: Establish internal supervising system
This supervising system will focus on the resources wasting. Toto Company
does not have any products to production, so all the costs are from the
administration costs. For example, some people like carry company printer
paper to his house, also, pens, books, folders, are disappeared all the time. In
2003, we bought 4000 folders from outside, but at the end of year, plus 1500
folders we have not use, the company only have 2300 folders, other 1700
folders disappeared in company. So for supervising system, the supervisors will
focus on the official resources. All the supervisors will come from human
resource department, and the department managers will supervise human
resource department. all departments will give a budget administration cost
based on the number of people.
Part Four:Allocate budget
Official resource will depend on the staff number in every department.
Top management: each people will have 2,000RMB budget administration cost,
it will get 20,000RMB for administration budget (10 people)
HR department: each staff will have 500RMB budget administration cost, the
department will get 25,000RMB. (50 people)
Finance department: each people will have 500RMB budget administration cost,
the department will get 35,000RMB (70 people)
Customer Service department: each people will have 500RMB budget
administration cost, the department will get 82,500RMB f (165 people)
Marketing department: each people will have 500RMB budget administration
cost, the department will get 87,500RMB (175 people)
Part Five:Other human resource planning
1. Reducing sickness absence
2. Staff retention
3. Measures to improve leadership
4. The Gender Agenda
5. Implementation of Pay Reforms
Human Resource Policy
Staffs not allow commit and replace other employee to record the working
card, if this kind of action find, the company will reduce 30RMB in salary.
If the staff absent more than five days in one month, the company will⊄
discharge the staff.
Staff not allows disclosing any company information to the media.⊄
Manager should turn off all communication tools (e.g., mobile phone etc), also
not allow shouting and whisper in the meeting time.
Staff must take care of company property, equipment and production⊄ facilities.
The company not allowed the staff to do the part-time job if the staff is⊄ not
approved.
Conclusion
Toto company operation business only two years, many challenges we will face
to the future. For 2005 human resources plan, the purpose is to find more
suitable staff and mangers to help company to be stronger. In addition, to
establish an internal supervising system for company is an important task in
2005. After design a systematic human resource plan, we believe our company
can get a higher net profit in 2005.
Or
Introduction
Toto Company was established in 2002, they provided logistic service for
domestic company. Headquarter of Toto company is Shanghai; they have more
than ten branches in important trade cities. Nowadays, they have totally 450
people working in Toto Company. In first operation year, they have got a million
RMB net profits. But last year, their net profits decreased to 300,000 RMB,
although their total profit has increased more than 40%. From the annual
report, the CEO of Toto Company found their administration cost and other cost
increase more than 100%. So in order to solve the new threats, Toto Company
has decided to plan a new human resource planning for next year company
developing.
Background information
China has entry into the World Trade Organization (WTO), more and more
foreign corporations have decided to invest money to China, and they believe
China has a large potential market. From the government report, we can find
the domestic and international trade has increased slightly. Under these
environments, Toto Company decided to provide a perfect logistic service from
domestic market. In logistic area, on time and safety is the most important.
Also, new company face many challenges, such as find new customers, recruit
experiential manager, competition with strong competitors. There are three
main competitors. COSCO, which provided logistic service for companies; FedEx
and UPS, they provided service for both companies and individuals.
According to the research result, 95% customers' satisfied FedEx and UPS
services, 42% companies satisfied UPS, 34% companies satisfied COSCO, and
17% companies satisfied FedEx. Although there have many other competitors in
domestic logistics, they only hold 5% market shares totally.
Strategic planning
The purpose of Toto is to provide a vase services for company and to become a
strong logistic company for business customer (company). In order to achieve
goal, Toto should have at least 10% market share in domestic market.
In order to achieve10% market share, company should establish a good
reputation in society, and pass the ISO standards; also, we should let more
than 80% companies know our brand and services. For future strategic
planning, Toto also decide to establish more local agencies in different cities,
especially in western of China. Moreover, to let more stakeholders join is also
an important task for future developing.
Human Resource Planning
Identify needs
From beginning we have found that Toto Company has face a new problem from
internal area, on the other hand, for company future developing, Toto human
resource department has do a new plans for next year.
According to the company annual report last year, next year, Toto Company
should reduce administration cost. Toto Company is not a manufacture
company; they needn't any raw materials for company, so all the costs are
made by staffs. Only two reasons to explain why the administration costs
increases faster, which are resources wasting and staff working inefficiency.
In 2005 human resource planning, Toto Company will fire some staffs, who
working inefficiency and recruit more people from university in order to instead
of fired people. On the other hand, seven departments will remix into four
departments. The Finance department responsible for company daily expense
and financial evaluation. The Human Resources department responsible for
position exchange and some conflicts. Also, the Customer Service department
and Marketing department will still remain, but company will cancel Computer
department and Transportation department.
Evaluate needs
The main reason to cancel the Computer department is this department's daily
expense is the highest, and it is not useful for company's main business.
Transportation department has the similar task with Customer service, so from
2005, Customer service will also responsible for keep touch with transport
company.
After combine each other, the company structure in 2005 become above picture
For 2005 human planning, Human Resource department has divided into two
areas to plan, one is from external recruitment, and another is from internal
supervising.
Objective of 2005 human resource planning
For 2005 planning, we should have more efficiency staffs, which came from
university or other logistic companies, also, to establish an internal supervising
system for all the people. To get high-degree people can influence other staff
work more efficiency, to establish an internal supervising system is for reduce
administration costs and resources wasting.
Part One: Recruit new staff
The main purpose of recruitment and training is to deliver a competent
workforce. This section deals with all aspects of the recruitment of staff and
support staff from the placing of external advertisements and the organizing of
recruitment drives, to the management of the staff selection process. The head
of this section is also responsible for managing the Training Centre, which
delivers classroom based training under the two broad headings of negotiation
skill, communication skill.
Recruitment process
The recruitment task will be an important planning for next year. Therefore, we
have planned the recruitment from four aspects: search plan, selection
techniques, timetable and recruitment budget.
Search plan: in order to let the suitable people know our company and be
interested in the job position, we plan to use society media to make
advertisement. In addition, we will make advertisement on some big job
exhibitions and university in order to catch our suitable staff and managers.
Selection techniques: after advertisement for two months, we will begin
selection stage and finish our search plan. In order to find suitable people, we
will design the selection techniques. First are the Shortlist candidates, and then
we will have interview, presentation and test for the applications. Then, we will
conduct referee checks. After that, we will recommend successful candidates
and give thanks to unsuccessful candidates. Attention is that, the selection
decision will come from area manager, only the mangers agree, that we can
select.
Timetable: we plan this recruitment process into five months.
January: prepare for recruitment.
January to February: make advertisement.
March: select suitable candidates and let the successful candidates sign the
contract with our company.
April: write final report to top manager.
Recruitment budget:
1. advertising on public media(100,000-120,000RMB)
1. employment interviews(2,000-5,000RMB)
1. assessing employment applications(500-1,200RMB)
1. applicant reference checking(800-2,200RMB)
Total cost of recruitment will be 103,300-128,400RMB.
Part Two: Training current staff
From last two years result, we found that staff does not have enough
professional knowledge on logistic, so present staff will have an opportunity to
increase their competition power; the training courses will give them more
knowledge that is professional.
Select trainer: The trainer is select by the exam-failed staff, which means all the
failed staff in the knowledge test will train in 2005.
Training process
Next year, our human resource department will design a professional knowledge
test; all the staff allows to take part in. the exam results prepare give to every
one at the end of January. If the mark of exam is lower than 60, the staff
should join to have a training course. The teacher will come from the university;
company will provide free books and equipment. The training course will begin
from February, finish at March. During training time, no staff wills loss their
salary. At the end of March, the course exam will be hold. If staff still not
passes the exam, he wills loss his job opportunity and sacked. The purpose to
train staff is want to every staff have more knowledge that is professional,
company not want to see any staff sacked in the end.
Training budget
1. recruit teachers (1,500-3,000RMB)
1. necessary equipment, such as books and classroom(2,000-4,000RMB)
1. other cost, such as lunch (1,500-3,500RMB)
Total cost of training will be 5000-10,500RMB
Part Three: Establish internal supervising system
This supervising system will focus on the resources wasting. Toto Company
does not have any products to production, so all the costs are from the
administration costs. For example, some people like carry company printer
paper to his house, also, pens, books, folders, are disappeared all the time. In
2003, we bought 4000 folders from outside, but at the end of year, plus 1500
folders we have not use, the company only have 2300 folders, other 1700
folders disappeared in company. So for supervising system, the supervisors will
focus on the official resources. All the supervisors will come from human
resource department, and the department managers will supervise human
resource department. all departments will give a budget administration cost
based on the number of people.
Part Four:Allocate budget
Official resource will depend on the staff number in every department.
Top management: each people will have 2,000RMB budget administration cost,
it will get 20,000RMB for administration budget (10 people)
HR department: each staff will have 500RMB budget administration cost, the
department will get 25,000RMB. (50 people)
Finance department: each people will have 500RMB budget administration cost,
the department will get 35,000RMB (70 people)
Customer Service department: each people will have 500RMB budget
administration cost, the department will get 82,500RMB f (165 people)
Marketing department: each people will have 500RMB budget administration
cost, the department will get 87,500RMB (175 people)
Part Five:Other human resource planning
1. Reducing sickness absence
2. Staff retention
3. Measures to improve leadership
4. The Gender Agenda
5. Implementation of Pay Reforms
Human Resource Policy
Staffs not allow commit and replace other employee to record the working
card, if this kind of action find, the company will reduce 30RMB in salary.
If the staff absent more than five days in one month, the company will
discharge the staff.
Staff not allows disclosing any company information to the media.
Manager should turn off all communication tools (e.g., mobile phone etc),⊄ also
not allow shouting and whisper in the meeting time.
Staff must take care of company property, equipment and production⊄ facilities.
The company not allowed the staff to do the part-time job if the staff is⊄ not
approved.
Conclusion
Toto company operation business only two years, many challenges we will face
to the future. For 2005 human resources plan, the purpose is to find more
suitable staff and mangers to help company to be stronger. In addition, to
establish an internal supervising system for company is an important task in
2005. After design a systematic human resource plan, we believe our company
can get a higher net profit in 2005.
Or
Human Resource Management theories focus on methods of recruitment and selection and highlight the
advantages of interviews, general assessment and psychometric testing as employee selection
processes. The recruitment process could be internal or external or could also be online and involves the
stages of recruitment policies, advertising, job description, job application process, interviews,
assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006).
Examples of recruitment policies within healthcare sector and business or industrial sectors could provide
insights on how recruitment policies are set and managerial objectives are defined.
Successful recruitment methods include a thorough analysis of the job and the labor market conditions
and interviews as well as psychometric tests to determine the potentialities of applicants. Small and
medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job
analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility
(CSR). Other techniques of selection that have been described include various types of interviews, in tray
exercise, role play, group activity, etc.
Recruitment is almost central to any management process and failure in recruitment can create difficulties
for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills.
Inadequate recruitment can lead to labor shortages, or problems in management decision making and the
recruitment process could itself be improved by following management theories. The recruitment process
could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading
system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated
selection systems for different professions and specializations have been given. A new national selection
system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health
sector.
Recruitment is however not just a simple selection process and requires management decision making
and extensive planning to employ the most suitable manpower. Competition among business
organisations for recruiting the best potential has increased focus on innovation, and management
decision making and the selectors aim to recruit only the best candidates who would suit the corporate
culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the
management would specifically look for potential candidates capable of team work as being a team player
would be crucial in any junior management position. Human Management resource approaches within
any business organisation are focused on meeting corporate objectives and realization of strategic plans
through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The
process of recruitment does not however end with application and selection of the right people but
involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and
selection and involvement of qualified management team, recruitment processes followed by companies
can face significant obstacles in implementation. Theories of HRM may provide insights on the best
approaches to recruitment although companies will have to use their in house management skills to apply
generic theories within specific organizational contexts.
Or
Create a talent pool of candidates to enable the selection of best candidates for the organisation.
Determine present and future requirements of the organization in conjunction with its personnel
planning and job analysis activities.
recruitment is the process which links the employers with the employees.
Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its workforce.
Begin identifying and preparing potential job applicants who will be appropriate candidates.
Increase organization and individual effectiveness of various recruiting techniques and sources
for all types of job applicants
Sources Of Recruitment
Every organisation has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organisation itself (like
transfer of employees from one department to other, promotions) to fill a position are known as the
internal sources of recruitment. Recruitment candidates from all the other sources (like
outsourcing agencies etc.) are known as the external sources of The recruitment.
SOURCES OF RECRUITMENT
Methods-
There are two types of Recruitment.
1. Internal Recruitment:-fill the vacancy by promotion of
employee.
Internal methods
External methods
1.Campus
2.Public employment exchange
3.private employment agencies
4.professional association
5.Data banks
Managers hold the responsibility for ensuring this framework is followed. HR is available
for advice and will assist in general administration of the recruitment process.
3.2 DESIGN SELECTION PROCESS
Managers need to design the selection process they will use, giving consideration to the
following points:
3.2.1 Panel Composition
All interviews for permanent posts must be conducted by a panel. The Manager is responsible
for selecting interview panel members – being mindful of:
• the requirement that the panel consist of at least two people, and if possible, be mixed in
terms of race and gender
• the requirement that at least one panel member has received training on recruitment and
equal opportunities, normally limited to that provided by the IPCC. If not IPCC trained,
the matter should be referred to Human Resources.
• The requirement that each panel member be familiar with anti-discrimination legislation
• The willingness and ability of potential panel members to attend all interviews for the
duration of the recruitment process, to maintain consistency and to ensure fair treatment
of all candidates.
Panel members must be satisfied that their relationship with any candidate:
• Will not improperly influence their decision
• Will not give rise to suspicion about their motives