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Process and Procedure of Human Resource Management

A Simple Procedure of Human Resource Management

Introduction Human Resource Management

Human Resource Management is defined as a process of recruitment, selection of individuals followed by performance appraisal in order to enhance employee’s performance and achieve organization objectives (Amos and et.al., 2009). It is very crucial for a manager to give job description and personal specification before moving on to the process of recruitment procedure. The present report entails job description and selection process required by a firm for launching its branch in a new country. It is followed by all rules and legal regulations which company needs to comply and provide suitable working conditions to employees. At last the report ends up with discussion associated with leadership skills and proper evaluation of work efficiency of employees.

Preparation of a documentation for recruitment and selection of new staff

Job description is a format that describes general task and responsibilities for a post or position. It involves all specifications such as qualification or skills needed by an individual for that job (Cartwright, 2005). The branch manager needs to conduct job analysis primarily that entails examining the objective and a sequence of steps to perform that particular job. A job description can be widen-up to personal specification in which firm is able to outline the type of a person it needs.  Some specification that is required for sales job can be included that is skills and knowledge, past experience in same field, attitudes and personal characteristics (Alam, 2009).  

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Analysis for impact of legal, ethical and regulatory consideration on selection procedure

An employer needs to comply with all the legal, ethical and regulatory considerations for following selection and recruitment process. Similarly branch manager would also include all consideration in recruitment as well as selection process in order to minimize any sort of risk to organization (Armstrong, 2008).

Ethical consideration: Primarily for delivering information sessions, should not be near labor day i.e on 1st Monday after labor day. Secondly, interview must not be conducted on 1st business day during October. For job offers the company should provide them with full-time job offers only for two-weeks and deadline until first business day in November. Along with this an employer must follow all regulation of employment contract. For selection process also follow same ethics by employer.

Legal considerations: For recruitment process, it involves job postings, job offers, interview questions and checking references (Roberts, 2000). As per norms of BC Human rights Code job advertisements should not include any discrimination such of race, color, religion and age. During interview sessions questions must be designed with an intention or any discrimination provisions of employment. The manager has framed questions keeping all employment provisions in mind so as to offer a fair chance to all individuals.  For checking references questions related to disability to candidates. It is included in schedule that the person would not be discriminated on the basis of wages while making a job offer as per BC Human Rights Act (Discrimination in wages).  

Selection process for post of sales officer

Selection process is selection of those individuals from a group of applicants which are suitable for that particular position. The selection criteria for post of sales manager personnel entail formal education, managerial experience, working environment along with technical computer skills (Clarke and  Doyle, 2000). Selection process of company is designed including all above points in procedure along with maintaining rational such as each point is given equal weight age  and decision choice are represented mathematically. Moreover each criterion is given certain rank order and cut-off limits so as to measure each individual on certain parameters (Bhattacharya, 2009).

Evaluate contribution of manager in selection process

The manager contributes to both selection and recruitment process and designed them by anticipation of all parameters required for a suitable process. The selection process has included all legal and ethical considerations while formation of these procedures that is essential for protecting the company from any discrepancies. Selection process is designed where each applicant is assessed on certain parameters and makes company capable of choosing the eligible as well as skilled candidate out of all those who have applied. Before formation, manager has calculated the cost and benefits associated with the process and proper evaluation of process along with its consequences (ÇALIŞKAN, 2010).

Description regarding skills and attributes required for leadership

Leadership is a purpose of knowing him/her by constructing trust among subordinates and effective measures taken to know own leadership potential. Leadership needs some skills to perform a job.  It is necessary that the person makes some difference to their subordinates, company and environment. Sales personnel require some attributes such as intelligence, experience and excellent character (Chen, 2009). Moreover the person must take initiative for accomplishing projects and helping subordinates in every situation. There are six styles of leadership i.e.

Coercive: this style is used while obtaining compliance from subordinates/colleagues. For accomplishing this manager would emphasize on offering clear objectives and controlling varied situation effectively (Christopher and et.al., 2003).  

Authoritative: in this style a leader mobilize toward a vision through development of apparent vision and obtaining perspective of employees. along with this standards are set to monitor performance.  

Affiliative: affiliative style is one which is used to promote collaboration and harmony between employees. This can be performed by promoting friendly relations among all employees and by identifying opportunities for positive feedback.

Democratic: in democratic style the leader builds group consensus and commitment by managing groups in decision making (Gannon, Doherty and Roper, 2012).

The following are styles and manager would use affiliative style in management process as this style is fruitful in promoting collaboration and accord between employees. The respective style is helpful in encouraging friendly interactions between manager and  employees that reduces any gap and employees can freely discuss any problem regarding management of company and several other issues of related to subordinates.

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Difference between management and leadership

Management and leadership are two different entities and achieved accordingly. Manager concentrates on system as well as structure and leader focus on individuals. Manager depends on control while a leader motivates trust among employees so that they achieve their targets and trust management.(Gloet, 2006). The perspective of management is short-range whereas leader has long range perspective.  The manager does everything right instead of it leader always perform right work. The leadership skills are inborn in individual and are original not like management which copy everything. Management are set of procedures that keeps a company functioning and leadership is alignment of people with company’s vision and mission through motivation, communication and inspiration.  

For an organization to run its operation profitably it should make use of suitable leadership style so as to sustain and retain its employees. Here in company the branch manager would use teamwork style of leadership in parallel to management procedures in order to achieve objectives of company with simultaneously satisfying employees with environment of firm (Cornelius, 2001).

Comparison of leadership styles for different situations

Different leadership style is followed in different situations so as to maintain that situation and restrict any problems to management and employees. Branch manager would deploy above defined leadership styles for resolving different situations. In case when manager requires obedience and avoids discussions and employees are not able to complete projects on-time then autocratic leadership is being followed (Hall,2003). In this leader explains and makes employee understand what need to be done and at what time it should be performed. This strategy is pursued during strict situations of management. Free-rein leadership is used by managers in time when employees are able to complete their task on deadline. In it employees prepare policies as well as take decisions without input of manager. In participatory style leader needs it at time when employees need support or help from manager and require their involvement in decision making process. A leader uses coaching style in situation when employees complete a strategy in difficult conditions with help of manager (Price, 2011).

All these styles differ with each other from perspective of conditions associated with them and employee’s viewpoint. The branch manager would employ all these styles in different conditions so as to support and sustain employees and satisfy them. Manager uses coaching and participatory style for new employees as well as existing employees.

Ways of motivating employees in order to achieve objectives of company

 Motivation is a necessary step in business environment so as to make employee capable of performing task and help them to attain it. Manager of company can motivate sales employees in different ways which help them to attain organizational goals. Employees must be communicated about company’s goals and mission clearly so as to give a broad perspective that help them to understand organization better and they can see what is to be achieved. the managerial personnel would ask the employees about their skills and expectation of firm from employees (Patton, 2011). This step would also be helpful in structuring specific targets for them and help people to achieve those targets. Manager would be motivating workers for expansion of their comfort zone and find ways to augment the jobs through enhancing employee’s span of control. In order to motivate employee manager would treat all employees with due respect and dignity and support them in decision making process. They are also motivated by making them learn from mistakes made by them during work.

The purpose of motivating employees is one i.e. to achieve organization objectives and develop their career path. When employees attain defined goals individually then collectively help company to achieve organization goals (Marchington and Wilkinson, 2005). 

Benefits of team working for an organization

Basically company work in form of a team so as to collectively unite for achieving company’s goals. Manager of company would also progress in form of a team with employees in different sections for company’s progress (Randhawa, 2007). This would be profitable for organization collectively which are:
Increase productivity: team work would help company to become efficient or in productivity gains. This is useful in knowing areas for increasing sales of firms product and attains profitability.

Diversify skills: working together will enhance skills of employees along with new idea generation or employment of new skills in work process. Manager can improve as well as augment their skills and potential to give much better solutions.

Improves communication skills: A team work needs that the messages are pass on effectively and development of ideas by listening to others view point. Such a team work is beneficial to workers in improving their communication skills and better transaction of information within organization (Yeung, 2010).   
Improved problem solving: when employees work together it becomes easy for them to discuss their problem with subordinates and get solution thereof. Manager would be able to discuss workers problems with related to sales and maintenance of reports with a clear solution that is beneficial for daily work.

Use of smarter techniques: Management can bring changes in some of their work process regarding sales and other sections. The use of different techniques can improve the work process up-to a measurable extent (Wilson and Corlett, 2000).

Problems or difficulties in working as a team leader towards specific goals

The main goals of company are to increase sales of products in market of U.K and maintain employees by uniting them together in form of a team. It would be functional in increasing company’s revenue and ability to sustain in market. There are many benefits of working together in form of a team to organization but problems are also associated with it. Problems arises at time when leader i.e. manager is not able to provide all tools and techniques to employees to perform their tasks purposely.  These resources or tools involve both time and access to information required to accomplish the task. Leader have worked to remove any case of unhealthy conflict between employees and with management by encouraging employees to express views with them. Sometimes employees were not able to meet their targets on time and feeling difficulties in fulfilling them. At that time employees were given special techniques and motivated to perform and achieve individual objectives successfully.  In addition to this manager also found problems regarding communication gap between employees and management. Therefore leader took initiative for solving these voids through meetings conducted routinely. As UK MARKET was new for organization that’s why initially progress of company in terms of sales was not good that forced Leader to motivate employees and resolve problems in defined section for complete progress of firm (Shepard, 2005). 

Review for effectiveness of team in achieving the goals

Team and organization perform together toward a specific organization goal and responsible for success of company. If a team do not perform well then it would have ill-effects on company’s operations. Team can be made effective by creating and defining goals and objectives of company apparently to employees.  The sales team worked efficiently as goals have been clearly defined to them priorly so as to reduce chances of defaults for employees.

Team worked effectively due to some more reasons such as proper communication of ideas and objectives by team leader to employees. Also employees were totally given description at time of recruitment about what organization expect out of its employees (Advantages & Disadvantages of Team-Based Organizations, 2013). This added in clearly defining goals of company and helps them to achieve their target and progress further. Individuals work according to instruction of leader and can help in achieving sales target and making brand known in new market. In addition to it manager can also use several distribution techniques for increasing sales and get profits in terms of revenue. Team or rather workforce have fulfilled the definition of smart goals i.e

S – Stands for specific where company measured what it wants to deliver and employees were clearly given that information
M – Stands for measurable, here company developed certain goals  to reach its goals and defined as well as discussed it with employees.
A – Stands for attainable where company have calculated expectancy associated in achievement of goal.
R – Stands for relevant request where employees were given target and told them to complete it in defined timeframe.
T  –  Team completed each task in defined time limits.

Factors involved in planning the monitoring and assessment of performance

The employees in organization would be analyzed on basis of work performance and give them feedback regarding need of improvement. The factors which can be included are meeting sales objectives, time duration for accomplishing particular task and increase in number of customers and increase in sales. Manager would evaluate employees on the basis of sales objectives that represent how much sales done by them that ultimately increased revenue of company or contribution in meeting total objectives. The second criteria which could be included in performance measures are duration of achieving sales target. If an employee is able to achieve task before time then the personnel is working effectively for company. Another aspect of performance is the number of customers that employees have raised by efficiently meeting the requirements of customers and satisfying them with work (6 Advantages of Teams, 2013).

An employee would also be analyzed on the basis of parameters which involve organizational culture, rules and regulations. This part of assessment comes under the stream of overall performance of employees and informs organization about ethical behavior of workers
Therefore, attainment of these points made the team effective and helped it in attainment of company’s goals.

Planning and execution of developmental needs of individuals   

A company should take measures for improving employees and develop their skills in achieving targets more successfully. Manager would design several training sessions after proper evaluation of employees that entails developing workforce in areas in which they are lacking and remove voids for attainment of goals. Company can structure an appraisal process in which company can entail criteria for measuring performance and thereafter providing solutions to them. As company have priorly described the job and person specification which makes employees understand their job. The organization can go for developing body language and communication skills of workers and thereafter giving them feedback as a result of evaluation. It is also essential that firm give its employees proper training on regular basis so that those employees can be developed who are not able to meet their targets on time (15 Ways to Motivate Your Employees, 2013).

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Evaluations for success of assessment process

The assessment process is very important for any organization so as to evaluate employees on certain parameters. This can be helpful in knowing the developmental needs of workers along with improving company’s performance. In addition to this, a well-defined evaluation of assessment process is necessary for a firm in order to know pros and cons of that system. The success of assessment process depend on parameters that all the factors are involved in it which are important for proper assessment of employees.  Secondly, company should also define the whether its objectives are meet or not during designing and execution of assessment procedure. Firm can also move to ethical standards that must be entailed for overall employee analysis (Guide to Managing and Optimising Team Performance, 2013).

Conclusion

Human resource is most valuable resource for a company and can be used strategically in order to achieve organization goals. Company, as it  is establishing in new country would have to comply with a procedure  involving legal and ethical so as to avoid any problem in organization. This company has fulfilled all rule and regulations in defined time duration. In addition to this, new organization have developed certain standards for evaluating performance of its work force in time and improve them through different developmental programs.

Reference

  • Alam, D., 2009. Evaluation of the Process of Recruitment and Selection. Glyndwr University.
  • Amos, T. and et.al., 2009. Human Resource Management. Juta and Company Ltd.
  • Armstrong, M., 2008. Strategic Human Resource Management: A Guide to Action. 4th ed. Kogan Page Publishers.
  • Cartwright, S., 2005. Human Resource Management. Mittal Publications.
  • Clarke, J. and  Doyle, P., 2000. Managing Better 07: Staff Selection and Interviewing (2nd ed). Combat Poverty Agency.
 
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