Distinguish Between Personnel Management And Human Resource Management Commerce Essay

Distinguish Between Personnel Management And Human Resource Management Commerce Essay Personnel Management is an independent function of an organization whereas HRM is considered to be an intrinsic part of an organizations workings. HRM has a much broader scope as it involves personnel and management tasks while developing teams of workers for the benefit of the organization by working to their maximum level of efficiency (Ulrich, 2005).   Personnel management have a tendency or have idea to motivate employees using external factors such as rewards and praises. By this way employee satisfaction is use as improve performances. And HRM believes how to implement and effective uses of the strategy make better performance and thus results in employee satisfaction. (Truss Gratton, 2004). PM is as describe a reaction based style of management, it is providing feedback to concerns and response when demanded. But HRM is more practical and provides ongoing strategy to improve the organisations workforce (Ulrich, 2005). 1.2 Assess the function of the human resource management in contributing to organisational purposes HRMs main function is to recruit, select, train and develop staff. It means finding the right people, training and developing them, so they can achieve their potential and creating systems which is leading to success of the organisation through high levels of morale and motivation (Mockler, 2002).  Ã‚   So Yo Dud need a HRM manager to make all department up-to-date means they use different types of training such as ongoing, training framework, care skills, health safety, legal and multi- skill. Jack will understand that motivated employees are essential for the continued growth of the Yo Dud magazine. HRM personals provide its staff with an ongoing and continuous training and development programme with appropriate and timely reward and recognition. The various levels of the company are well supported with work groups, strategies to meet new challenges and a chance to move higher up the order. Appraisal is a very important part of Human Resource Management (Fombrun et al, 1994). And it can helps Jack to get the desired result and get success. 1.3 Evaluate the role and responsibilities of line managers in human resource management The roles and responsibilities of Human Resource managers at any organization are demanding and vital. In Yo dud have strategically integrated HR into their overall plans. Managers have been to utilise aspects of HR in their decision making.  Ã‚  HRM managers have to balance organisational needs with the individuals expectations. Some employees will develop their career with one employer, while others require transferable skills. The manager requires employees with the right skills to ensure and sustain competitive advantage. They put increased emphasis on staff training and try to incorporate the learning into the organization. There is constant reviewing of the intervention and adjustments are made where necessary. It is also up to the HRM managers to see that the employers are motivated. 1.4 Analyse the impact of the legal and regulatory framework on human resource management Legal and regulatory requirements of HRM require protecting employees from unfair discrimination at the workplace. Define the 40 hour work week, the pay rate for working overtime and the minimum wage. It also requires protecting employee investments in their pensions. So Yo Dud need to go through a good beneficial scheme which is provides long-term benefits to their employees. Require that firms provide the same pay for men and women who are doing the same work. Labour relations describe the process by which unions can be formed and indicate what the parties can and cannot do. Provide clean and safe environment at the work place. Prevent unwelcome sexual advances, requests for sexual favours other inappropriate verbal and physical conduct or hostile conditions. So these terms will be strict to maintain and aware legal restrictions. Task 2.1 Analyse the reasons for human resource planning in organisations The main goal of human resource planning is to ensure that a company always has candidates lined up to fill a new available post or position so that time and productivity are not lost. Long delay times in between one departure and new hire could be more weigh on the company. Forecasting is an important factor of the process that can tell how long the process to hire new employee, and make speedy the process. In case of when the large number of employee needed and job market is stiff for workers with requiring skills, then HR department will have to secure these workers. And it will be more difficult when the rivals are also seeking people with these skills, and secure the new talents to step up recruiting efforts and increase compensation packages to attract talent (Grant, 2005). If a company did not engage in human resource planning, it would not know how difficult it would be to hire the necessary workers until too late. Potential employees would be lost to rivals, and the  business  would be unable to build the team it needs.. This helps the HR department to stay in pace with the needs of staff and employees for Tesco. 2.2 Outline the stages involved in planning human resource requirements Stage 1: Establish a Competency Architecture and Competency Dictionary that will support Strategic Human Resource Planning. For each group to be profiled, define the roles and career streams to help identify current and future human resources needs. Determine how competencies will be integrated with the existing HR Planning process and systems (e.g., Human Resource Information Management systems; other computer-based tools, for example forecasting models) (Grant, 2005). Stage 2: Build or revamp HR Planning tools, templates and processes to incorporate elements as determined in Stage 1.Train managers and / or facilitate corporate HR Planning process. Continuously monitor and improve processes, tools and systems to support HR Planning (Grant, 2005). 2.3 Compare the recruitment and selection process in two organisations Need to seek the process, Jack For the development of their magazine, Tesco: As the market leader in the UK, Tesco mainly uses the means of in-store advertising, local agency and recommendations from existing employees to recruit. Meanwhile, Tesco chooses the new staff through online video conferences which favour the rapidest efficiency as well. In addition, unlike other common businesses, the interviews at Tesco will be conducted by the line manager in order to build up the loyalty with the recruit and help to make decisions. Sky B2B: The core elements of Sky B2B recruitment and selection process are similar to that of Tesco. They pay important attention to the reasonable treatment of its staff. The most focus is to deal with its candidates with its equality and diversity policy at all times. That policy is framed to recruit and select people without discrimination as well as aim to choose employees with the diverse personality and ability. But the aspect that is different is they tend to select and recruit employees based on their skills and technical ability due to the nature of their business. 2.4 Evaluate the effectiveness of the recruitment and selection techniques in two organisations Workforce planning is important for any organisation if they have to meet their future demands for staff. It is a way to train their existing staff to get responsive new staff to fill the vacancies (Armstrong, 1992). So if the Yo Dud goes through this technique then they will get talented employees which can improve the performance of the company and get the desired outcome and they can grow new job talents or job opportunities, including management, graduate, school leaver and apprentice posts. They need to have people with the right skills and behaviours to support its growth and development and have clear organizational structures, detailed job descriptions and person specifications. It has provides a user-friendly way, that is indicating how can applying for jobs and reliable approach to recruitment and selection. It can fulfil and manage the demanding need of staff. Task 3.1 Assess the link between motivational theory and reward Motivation is a concept used to describe the factors within an individual which produce, maintain and channel behaviour towards a targeting goal.  Motivation is a complex concept. Remuneration is also complex.  According to People thinking, that money is a motivator. Money does have an effect, but motivation is not just money and involves lots of things. It wills Positive effects coming through good financial and non-financial rewards (Grant, 2005). It is very important to motivate employees fro the growth of the organisation. Managers can create a positive environment and employees feel comfortable and motivate towards the organisational goal and some of their own goals. These goals could be appreciation of hard work,  a sense of achievement,  responsibility and empowerment,  opportunity for advancement, and a sense of challenge and enjoyment. There sis many non financial rewards also helpful to make an employee motivate. Rewards come through many ways like health benefits, flexibility in working time, staff discount, shares of the company etc. Financial compensation is an important factor to motivate employees and non financial rewards also make long term effects on the mind of the employee. So it is your (organisational) responsibility to ensure they using all the available resources to motivate them (Ulrich,2005). 3.2 Evaluate the process of job evaluation and other factors determining pay Definition: Job evaluation is the generic term applied to a variety of ways in which the relative worth or value of different jobs may be established. It helps to determine internal relativities by relating different rates of pay to different elements in the job (Truss Gratton, 2004). Lets start with the one of the UKs leading retailers example every year Tesco invites staff to and arrange a satisfaction within their employees to find about their job aspects it is called viewpoint. It aims to identify how much more valuable one job is in relation to another and so lay the foundations for a fair and orderly pay structure. One of the most widely known examples of schemes which have been developed by individual management consultancy companies is the Hay scheme. In its original form this relies on three factors know-how, problem solving, and accountability (Ulrich, 2005).  Ã‚  Ã‚  Ã‚   Know-how is the sum of every kind of knowledge; skill and experience required for standard acceptable job performance. Problem solving is the self-starting thinking required by the job for analysing, evaluating, creating, reasoning, arriving and drawing conclusions. Accountability is the answerability for action and for the consequences of that action. It is measured effect of the job on end results (Fombrum et al, 2004).   While job evaluation is concerned with the value which companies put on jobs pay can also be focused on the individual and group i.e. pay is linked to assessment of individual or team performance, skills, competence or contribution. It could be skill based or performance based. Tesco uses a performance related method to reward its employees by bonuses and promotion (Grant, 2005). 3.3 Assess the effectiveness of reward systems in different contexts The reward system is good method to keep the employees motivated. Reward will be given thorough annual, weekly, or monthly bases or hourly rate of pay for a capable worker to perform a job (Armstrong, 1992). Reward power will be involve on two factors; First, indirect pay which is coming through giving a lifestyle break, free or reduced health benefits, discount gym membership, staff discount and company share options. Secondly, non-financial rewards which are the intrinsic rewards related to peoples needs and expectations such as those provided by any organisation which include career development and opportunities for personal development by providing a career break. Achievement, recognition and responsibility are some of the other intrinsic rewards.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The main aim of the rewards system is to Attract enough recruits with the right qualities and qualifications to satisfy organisational requirements. Retain employees with the core skills and competencies needed by the organisation. Motivate employees with a view to improving their on-the-job performance and commitment to the organisation. (Grant, 2005) The HRM is a department which puts a lot of stress on their reward system in order to apply its effectiveness. The idea that it might be possible to match a payment system and a set of circumstances in such a way as to achieve stated objectives deserves consideration. 3.4 Examine the methods organisations use to monitor employee performance In an effective organization, assignments and projects are monitored continually. Monitoring is a time after time measuring and providing ongoing feedback to employees and work groups on their progress toward achieving goals (Ulrich, 2005). Regulatory requirements for monitoring system is that which comparing employees performance according to the required standards. The process is provides the opportunity to review the performance how well employee meet the programmed standards and to make changes to unrealistic or problematic standards. So monitoring process is a way to avoid and rectify the unacceptable performances and provide the assistance. With this process an organisation can get better support to its staff on all level and thats why they are able to monitor and also assist when needed (Mockler, 2002). Task 4.1 Identify the reasons for cessation of employment with an organisation Resignation An employee can resign, or terminate his own employment, for a number of reasons. like employee is not satisfied with the job or unhappy, and could get better offer for the same job and some time some personal reason also effects their decision to leave the job. If the employee resigns, then employer need to find the cause behind and arrange interview to verify the cause, and employer should ask for the resignation in writing and retain that documentation (Fombrun et al, 1994). Layoff If there is a lack of work, if the company is in financial trouble, and May the specific job is not necessary or not needed then the company can layoff employee. So this process will be under the legal regulation. For example it is under the notification of the employee, Worker Adjustment and Retraining Notification (WARN) Act, employers must give employees advance notice of closings and layoff. It is make employee and their family to adjust and make new arrangement for them or seeking unemployment benefits (Fombrun et al, 1994). Merger/Buyout A merger is another possible cause to affect the employees. Even though the employer doesnt want to do so, in some cases employers offer a severance package to employees terminated under these circumstances (Boxall, 1992). For Cause It happens when employee behaviour effects the companys reputation and other workers. For instance, if employee making some falsifier their time card or physically attacks a co worker, and this will be the cause of their termination, then employer should systematically document the employees behaviour when terminating Them (Boxall, 1992). Poor Performance Poor performance is other biggest cause of employee termination when employee doesnt fulfil their job commitment and fail to comply with the position. Before terminates that employee, employer will given the time to rectify the deficiency performance and given a time frame to keep correct it. And the documentation also needed before termination of the employee (Fombrun et al, 1994). 4.2 Describe the employment exit procedures used by two organisations Employment exit procedure used at a software company Every day in companies, people begin and terminate their employment. This continual movement of people can, and often does, result in a major security exposure, specifically in cases of employee separation. It is not uncommon to hear stories of retribution by terminated employees who feel they have been treated unfairly. This may be in the form of computer hacking, sabotage, illegal entry onto company property, and other forms of wrongdoing. The damage caused can be severe and can seriously affect the company and its employees. An  employee exit procedure  should be formally prepared, documented, and published to provide consistency for managers in dealing with terminated employees, i.e., items to be collected from an employee leaving the company, and computer / system access to be expediently inactivated. Briefly, as an example, the manager of an employee leaving the company should do the following: Collect keys, parking passes, ID cards, access cards, company credit cards, and travel call cards. Collect any off-site equipment, such as computers, cell phones, and pagers.   Arrange to have network IDs disabled, and delete or inactivate any other system access. Deactivate voice mail, and remove or re-assign phones. Employment exit procedure commonly used in Banks Resignation letter in written form Process on resignation letter Employee exit interview Acceptance of resignation Exit check list Clean out the office desk, files, etc, and return all supplies to production, take all personal belongings. Return all company credit cards Hand in all copies of reports and manuals Delete software from personal laptops or home computers 4.3 Consider the impact of the legal and regulatory framework on employment cessation arrangements Upon receiving notice to layoff and redesign job descriptions of employees, specific areas were reviewed in order to make a decision that would provide the best outcome for the company.  Ã‚  These areas include job performance, productivity, special achievements, job responsibility, educational qualifications, absenteeism and status (Truss Gratton, 2004). Length of service should play a role to make decision for reduction in company (non union) but it should be taken into thought along with skill level. An employee can not save their job only because of the several year services with the organisation. So an employee needs to be reviewing their performance (Fombrun et al, 1994). An existing employee is assets of the organisation because of their best services and know how to performing and cop with requirement and he/she is a strong candidate because new employee needs to further training to meet the required standard. So one very important thing is that new hire may have lots of experience and education than employee then who have been with the organization, this is complex, which will need to be taken into consideration. Some of the employees that have been with the organization for a long time may be looking to retire or would be interested in a severance package (Ulrich, 2005). Longest service generally is the basis of determining severance payment for every one but it is considering the most senior employee. One weeks salary per year of service is the most common term, based severance benefit for exempt and non-exempt employees, while two weeks is the median for officers and other executives (Truss Gratton, 2004).

African Americans unnoticed :: Essays Papers

African Americans unnoticed For too many years, African Americans have lived without knowing the people who have influenced their way of life. We walk around without taking the time to appreciate the people that have allowed us to go to these black colleges and universities, or the African Americans that have dedicated life their to make life better for all mankind as well as blacks. Women as well men have gone out of their way to make life better for their future. We know that women have influenced life from the beginning of time whether the role of the women is a mother, wife, doctor, or educator. But women have not always been able to advance in society, as men have been able to. As a black women I am proud to hear of women such as Lucy Laney, who she dedicated her life to get funding for black Georgia schools. She believed that women are better teachers than men and that an educated Negro woman is what is needed to teach students of all ages. Annie Julia Cooper was an active participant in the women's organizations in the 1980s. She believed that higher education of the black woman was too rare and did what she could so that young women like me can attend college. Fannie Barrier Williams realized that racism was a major problem, but also realized that sexism was an even greater problem in equality. For, as she said, "to be a colored woman is to be discredite d, mistrusted and often meanly hated." Through times of strife and stress she worked, sometimes successfully, to eliminate discrimination against black women. Booker T. Washington, W.E.B. Dubois, Marcus Garvey, Malcolm X, Martin Luther King Jr., and Stokely Carmicheal; these names when said are ones to which black people respond to, because all of these men improved social conditions for African Americans. All were part of large organized mass movement in black history. Each on of these men played a different part in influencing black America. Washington was skilled at politics. He was powerful and influential in both the black and white communities, Washington was a confidential advisor to presidents. DuBois was a public speaker who noted how America tactically sidestepped the issues of color, and how his approach of "educate and agitate" appeared to fall on deaf ears. Marcus Garvey drawing on a gift for oratory, he created "Garveyism" eventually evolved into a religion of success, inspiring millions of black people worldwide who sought relief from racism and colonialism.

Death Penalty in India Essay

Short Essay on the Capital Punishment in India – Capital punishment has been a matter of debate for long now, and across the world public opinion is, by and large, in favour of abolishing it, as it is increasingly seen as a barbaric measure to check crime. Modern abolitionist jurists are of the view that if killing is wrong, no amount of legal or social sanction can make it right. If it is wrong for a man to kill another man, so it is even for the State to do. Besides, citing statistics, they argue that capital punishment has had no visible effect as a deterrent and has utterly failed to bring in a dip in the number of murders, which, according to them, makes capital punishment completely useless. Why kill the killers when it helps none and nothing, seems to be the belief. To them, capital punishment is a barbarous measure of no avail that has its place in the annals of history and not in modern statute books. Abolition of death penalty is largely seen as a step in the interest of human dignity in line with Article 5 of International Covenant on Civil and Political Rights, 1966 and its protocol in 1989, besides, of course, Article 3 of Universal Declaration of Human Rights, adopted on December 10, 1948 and Article 21 of our own Constitution. The arguments on the side of the retentionists are equally strong. However, in India the Supreme Court has made death penalty applicable only to the rarest of rare cases – the cases where the act is no less than shocking to human conscience. The landmark cases where the death sentences were awarded in India are Ranga Billa case, Indira Gandhi and Rajiv Gandhi Assassination case, Laxman Nayak case and most recently in 2004 Hatab case of West Bengal where accused Dhananjoy Chatterjee was hanged on 14 August, 2004, on his birthday, after Supreme Court affirmed the death sentence awarded by the lower courts. The President also declined his plea for pardon. In the year 2003 government laid a Bill in the Parliament, which proposed to add a provision of death penalty in Drugs and Cosmetics Act. After the new government came in power in June 2004, President Dr. A.P.J. Abdul Kalam suggested that Parliament should consider the abolition of death sentence altogether.

The War Of The Revolution - 1951 Words

Ella Kay Chop Concide Hacher 10/5/17 In a futile attempt to protect the French Revolution from utter destruction, the revolutionary radicals decreed the Terror the â€Å"order of the day† (Danton 45) in an effort to â€Å"force people to be free.† The Terror did not pervert Revolutionary ideals but was a result of a necessary amplification of these ideas in order to ensure the safety of the Revolution. Louis Antoine Saint-Just, a French revolutionary stated that â€Å"what produces the general good is always terrible† (Louis Antoine de Saint-Just 46). France, conflicted internally and externally, needed strength and unity to create the general good. The only way to achieve the strength and unity of the nation was by â€Å"removing the source of its†¦show more content†¦The Enlightenment thinkers spurred a sort of mental revolution where people began to rethink their entire society and realize the need for equality and the limitation of the monarch. Almost a century later, this mental enlightenment greatly influenced the French Revolution. Desperate for equality, radicals demanded action, threatening the power of the monarch. Louis XIV, King of France, attempted to escape his kingdom in order to protect his position. He was captured, however, and it was later disclosed that he was planning to go to Austria and lead a counterattack on his nation. The citizens, having been abandoned by their King who had turned against the Revolution and his nation, realized that the King was in fact their enemy. Faced with enemy countries who were nervous about the spread of Revolutionary ideas, along with rebels protesting within France, Robespierre called for an attack, saying, â€Å"we must stifle the internal and external enemies of the Republic† (Robespierre, 46). These â€Å"internal and external† struggles forced the citizens to demand radicalization in order to create a Republic, and sever themselves from old beleifs i n order to gain freedom for all. The Committee of Public Safety a branch of the Republic, created by the National Convention on April 6, 1793, magnified the importance of the â€Å"general will† in order to justify the establishment of the Terror, . Early on, Enlightenment thinkers