HUMAN RESOURCE MANAGEMENT

Aspects of Human Resource Management in Organizations

Contents

Introduction2

Human Resource Management and Personnel Management2

Role of Human Resource Department and Practitioner2

Roles and Responsibilities of Line Manager3

Human Resource Planning3

Recruitment Process3

Interview as Selection Tool4

Selection Procedure4

Job Evaluation4

Rewarding Performance5

Motivation Theory6

Performance Management System6

Exit Interview and Redundancy6

Conclusion7

References8

Aspects of Human Resource Management in Organizations

Introduction

In this report, we would attempt to discuss the given scenarios. Different organisations would be analysed i.e. Hilton Hotels, Virgin Atlantic, Tesco etc. The roles and responsibilities of the line manager would be discussed with respect to the human resource planning of the organization. Also, the recruitment, selection, exit interviews, motivation theories and elements of job evaluation would be highlighted. The various elements under human resource management would be discussed in association to the scenarios given. The purpose of the report is to enhance the existing knowledgebase on the topic and to inculcate a clearer understanding of the organizational activities and processes.

Human Resource Management and Personnel Management

Human Resource Management is the term that describes the organisational activities concerned with recruitment and selection, training and development, appraisal and reward, motivating, directing and controlling employees. It is a necessary department for creating an employer brand that attracts potential employees. Personnel Management is the conventional term for Human Resource Management. Human resource management and the personnel management differ in the strategic aspect. Personnel management is more towards the operational aspect of the organisation's work. Personnel Management is just a part of the HRM. In recent times due to the changing environment and competition the need for developing a Human Resource department has arisen. Tesco has strategically aligned Human Resource into their business plans. The organisation is highly committed to have skilled employee, by providing them with basic and advanced training. This assists the employee to realise their roles and responsibilities in the organisation. Human resources are not just an administrative job in Tesco. The organisation is proactive and the strategy is to simplify work and develop the core skills of its employees at the head office. In conclusion personnel management is part of a much wider strategic term, human resource management.

Role of Human Resource Department and Practitioner

The role of a practitioner is significant in executing a human resource strategy. The key strength of Tesco has been the training and development of the employees that has led them to become one of the leading retailers in United Kingdom. This is one major role of the Human Resource Department. The other parts are communication and consolation, and reward and benefit. The Human resource employee mainly focuses on the training and development of the employees for various jobs in the company. The company has training programs for graduates as well as the Distribution Management program. The employee is expected to oversee the training process and hiring of people that will be recruited through these programs. Their responsibility also includes the hiring of these people once they complete these programs, after assessing their performance. In conclusion, the role of the practitioner helps the human resource department achieve its objective of selecting and ...